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STATE OF ARKANSAS

SENIOR COMMUNITY SERVICE

EMPLOYMENT PROGRAM

STATE PLAN

MODIFICATION

2014 - 2018

Prepared By:

Arkansas Department of Human Services

Division of Aging and Adult Services

2 Arkansas SCSEP State Plan

TABLE OF CONTENTS

SECTION 1 – PURPOSE OF THE STATE PLAN MODIFICATION ..........................................5

SECTION 2 – INVOLVING ORGANIZATIONS AND INDIVIDUALS .....................................5

SECTION 3 – SOLICITING AND COLLECTING PUBLIC COMMENTS ................................6

SECTION 4 – INCREASED UNSUBSIDIZED EMPLOYMENT AND EMPLOYMENT

OUTREACH ............................................................................................................7

LONG-TERM PROJECTIONS FOR JOBS IN INDUSTRIES AND

OCCUPATIONS THAT MAY PROVIDE EMPLOYMENT

OPPRUTUNITIES FOR OLDER

WORKERS…………………………….……………………………………...9

HOW LONG-TERM PROJECTIONS RELATE TO THE TYPES OF

UNSUBSIDIZED JOBS FOR WHICH SCSEP PARTICIPANTS WILL

BE TRAINING AND THE TYPES OF SKILL TRAINING TO BE

PROVIDED……………………………………………………………….…10

CURRENT AND PROJECTED EMPLOYMENT OPPORTUNITIES IN

THE STATE AND THE TYPES OF SKILLS POSSESSED BY

ELIGIBLE INDIVIDUALS………………………………………………….14

DESCRIPTION OF LOCALITIES AND POPULATIONS FOR WHICH

PROJECTS OF THE TYPE AUTHORIZED BY TITLE V ARE MOST

NEEDED…………………………………………………..………..….…… 16

SECTION 5 – COMMUNITY SERVICE NEEDS .......................................................................17

SECTION 6 – COORDINATING WITH OTHER PROGRAMS, INITIATIVES, AND

ENTITIES…………………………………..…………………………………... 19

COORDINATION OF ACTIVITIES WITH THE STATE’S TITLE I

WIA ACTIVITIES. STEPS TAKEN TO ENSURE THAT SCSEP IS

AN ACTIVE PARTNER IN EACH ONE-STOP DELIVERY SYSTEM,

AND ACTIONS TAKEN TO ENCOURAGE AND FURTHER

IMPROVE COORDINATION WITH THE ONE-STOP DELIVERY

SYSTEM………………………………………………………………….….19

ACTIVITIES BEING CARRIED OUT IN THE STATE UNDER

OTHER TITLES OF THE OAA…………………..…………………….…..20

COLLABORATION WITH OTHER PUBLIC AND PRIVATE

ENTITIES AND PROGRAMS THAT PROVIDE SERVICES TO


OLDER AMERICANS, SUCH AS COMMUNITY-BASED

ORGANIZATIONS, TRANSPORTATION PROGRAMS, AND

PROGRAMS FOR THOSE WITH SPECIAL NEEDS OR

DISABILITIES………………………………………………………………22

COLLABORATION WITH OTHER PARTNERS, INCLUDING

STATE VOCATIONAL REHABILITATION AGENCIES, ADULT

EDUCATION AND LITERACY PROVIDERS, AND EDUCATION

AND TRAINING PROVIDERS SUCH AS COMMUNITY

COLLEGES……………………………………………………….…………23

COLLABORATION WITH OTHER LABOR MARKET AND JOB

TRAINING INITIATIVES…………………………………………………..24

LEVERAGING RESOURCES FROM KEY STATE PARTNERS TO

SUPPORT SCSEP ACTIVITIES, INCLUDING STATE AND LOCAL

GOVERNMENT AGENCIES, FOUNDATIONS, EMPLOYERS,

COMMUNITY-BASED ORGANIZATIONS, AND OTHER

ENTITIES……………………………………………………………………25

SECTION 7 – AVOIDING SERVICE DISRUPTIONS ...............................................................25

SECTION 8 – IMPROVING SCSEP SERVICES..…………………………….……………… 27

SECTION 9 – DISTRIBUTION OF SCSEP POSITIONS WITHIN THE STATE......……….. 28

A. DISTRIBUTION OF POSITIONS………..……………………………….. 28

B. RURAL AND URBAN POPULATION DISTRIBUTION..…………….… 31

C. SPECIFIC POPULATION DISTRIBUTION………………………...……. 36

HAVE THE GREATEST ECONOMIC NEED………………………… 38

MINORITIES…………………………………………………………… 38

ARE LIMITED ENGLISH PROFICIENT………………………………40

HAVE THE GREATEST SOCIAL NEED………………...……….…... 40

THE STATE’S LONG-TERM STRATEGY FOR SERVING MINORITY

INDIVIDUALS UNDER SCSEP……………………….……………………41

SECTION 10 - APPENDICES ......................................................................................................42

APPENDIX 1 – DESIGNATION OF RESPONSIBILITY FOR DEVELOPMENT

AND SUBMISSION OF THE SENIOR COMMUNITY SERVICE

EMPLOYMENT PROGRAM STATE PLAN………………….…….. 44


APPENDIX 2 – STAKEHOLDER INVITATIONS TO PROVIDE INPUT FOR

THE SCSEP STATE PLAN TO BE ADDED

APPENDIX 3 – INVITATIONS TO PROVIDE INPUT ON SCSEP STATE

PLAN TO BE ADDED

(A) LIST OF ADDRESSES TO BE ADDED

(B) COPIES OF E-MAIL INVITATIONS TO BE ADDED

APPENDIX 4 –PUBLIC COMMENTS RECEIVED ON DRAFT SCSEP STATE

PLAN TO BE ADDED

APPENDIX 5 – ARKANSAS EQUITABLE DISTRIBUTION/AUTHORIZED

POSITIONS 2014 ...................................................................................71

APPENDIX 6 – ARKANSAS’ COUNTY MINORITY DATA 2005 - 2009 ...................74

APPENDIX 7 – ARKANSAS’SCSEP PARTICIPANT CHARACTERISTICS

BASED ON ARKANSAS’ POPULATION SERVED IN

PROGRAM YEAR 2011 (AS OF MARCH 31, 2012) ……………..…83


STATE OF ARKANSAS

SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM

STATE PLAN MODIFICATION

2014 – 2018

Section 1: Purpose of the State Plan Modification

The 2014 – 2018 State of Arkansas State Plan Modification brings together information gathered

by Arkansas’ Senior Community Service Employment Program (SCSEP) grantees at the state

and local levels that will assist in the long term, strategic view of the Senior Community Service

Employment Program activities and the SCSEP’s goal to enhance employment opportunities for

older Americans and promote older workers as a solution for businesses seeking a trained,

qualified and reliable workforce. The federally funded Senior Community Service Employment

Program believes that achieving the American Dream is possible for everyone, regardless of

age. SCSEP’s mission is to promote economic self-sufficiency for older individuals who are

working to achieve this dream.

The goals of Arkansas’ State Plan Modification are to enhance coordination and integration of

the Senior Community Service Employment Program with the Arkansas Workforce System; to

ensure that training and employment strategies are based on local market conditions; to provide

priority of service to areas and individuals most in need, particularly in the rural areas of

Arkansas; to enhance services to increase the placement and retention of SCSEP participants in

unsubsidized employment; and to increase public awareness of the Senior Community Service

Employment Program and the benefits of hiring older workers.

The Arkansas State Plan Modification identifies employment issues, workforce trends, skill

training needs of participants and employers, community service needs, as well as, social service

needs.

Section 2: Involving Organizations and Individuals

The first step in developing Arkansas’ State Plan Modification was to consult and gain input

from Experience Works’ (the State’s Sub-grantee) and the National Grantees operating SCSEP

in Arkansas. During the planning process, statewide e-mails initiated by the Arkansas

Department of Human Services, Division of Aging and Adult Services (DAAS) solicited

participation by the Area Agencies on Aging in Arkansas and state and local boards under the

Workforce Investment Act, SCSEP National Grantees operating SCSEP programs in Arkansas,

and the Arkansas Chamber of Commerce.

The Department of Human Services, Division of Aging and Adult Services posted a draft of the

2014 – 2018 State Plan Modification the Arkansas Department of Human Services, Division of

Aging and Adult Services’ website located at

http://humanservices.arkansas.gov/daas/Pages/default.aspx for comments from other social

service organizations serving older individuals operating under the Department of Human

Services, as well as, other public and private nonprofit agencies providing employment services;

http://humanservices.arkansas.gov/daas/Pages/default.aspx


community-based organizations serving older individuals; economic development organizations;

affected communities; unemployed older individuals; other business and labor organizations;

and other interested organizations, individuals, and SCSEP participants. No changes will be

made to the Arkansas SCSEP 2014 – 2018 State Plan Modification on the website after it has

been submitted and approved by the U. S. Department of Labor, Employment and Training

Administration.

Please see Appendix 2 for e-mails sent to gain input from Arkansas’ SCSEP Sub-grantee and

other SCSEP National Grantees operating SCSEP in Arkansas on the State Plan.

See Appendix 3 for Invitations to Provide Input on SCSEP State Plan (A) List of Addresses and

(B) Copies of E-Mail Invitations.

Section 3: Soliciting and Collecting Public Comments

Once Arkansas’ “draft” SCSEP State Plan Modification was completed, it was posted on the

Arkansas Department of Human Services, Division of Aging and Adult Services website for

public comments, and for comments from other social service organizations serving older

individuals operating under the Arkansas Department of Human Services. This also allowed for

comments from unemployed older individuals and other interested organizations and individuals,

as well as, public and private nonprofit agencies, community-based organizations, and

employment service providers. All stakeholders who were invited to provide input on the

SCSEP State Plan were sent the draft and invited to submit comments to the Division of Aging

and Adult Services.

SCSEP STATE PLAN MODIFICATION 2014 – 2018 SCHEDULE

ACTIVITIES October

2014

November

2014

Develop Planning Timeline. X

Disseminate 201 – 2018 State Plan

Modification Requirements to National

Grantees operating SCSEP in Arkansas for

their Input.

X

Develop State Plan Modification to include

input from National Grantees and other

entities.

X X

Put 2014 – 2018 State Plan Modification on

the Department of Human Services, Division

of Aging and Adult Services’ Website for

public and private input and comment.

X X

Disseminate 2014 – 2018 State Plan

Modification for Comment. X X

Submit 2014 -2018 State Plan Modification to

the U. D. Department of Labor, Employment

and Training Administration.

X


Section 4: Increased Unsubsidized Employment and Employer Outreach

Changes in overall goals and strategies related to placing participants in unsubsidized

employment, including:

1) Partnerships with employers:

Arkansas’ SCSEP Sub-grantee, Experience Works, will continue to follow up with

employers who have hired participants to inquire about other possible job openings so

training can be furthered with these local employers in mind who have already demonstrated

their willingness in hiring older workers.

Efforts will be made to connect more Experience Works staff with human resource

management and workforce, training, and career development organizations which will

provide opportunities for them to be in regular contact with local employers and hiring

managers in their areas.

As staff begins to integrate training needed to help participants prepare for and obtain a

Career Readiness Certificate, they will work closer with one-stops to identify employers who

giving hiring preference to individuals with a CRC. These employers will be targeted as first

contacts for future job development efforts.

Experience Works staff will continue to network with employers at job fairs and invite them

to be guest speakers at Job Clubs, where they identify suitable applicants and provide

participants with advice and job tips. Employers often hire these participants. Staff will

increase efforts to develop relationships with employers likely to have suitable jobs, seek out

information on the skills training needed for these jobs, and encourage employer input when

specialized training is provided. The ultimate goal of these relationships will be for the

employer to view Experience Works as a resource when the employer has job openings

suitable for older workers

2) Identifying employment opportunities with career potential:

State and National Grantees will collaborate with the Arkansas Workforce in order to obtain

information from labor market environment scans to pinpoint untapped labor pools that

would be a good fit for older workers. State and National Grantees can obtain extensive labor

market information through the Department of Workforce Services on their “Discover

Arkansas” website where LMI publications and updates which are readily available for the

state, as well as, specific regions. Experience Works’ staff will work to build strong

relationships with regional managers of the Arkansas Economic Development Commission

so they can stay informed with new industry trends across the state that could affect

employment opportunities in their respective areas of the state.

3) Placing individuals in high-growth industries and occupations as well as industries and

occupations that provide substantial employment opportunities for participants:


Arkansas’ SCSEP Sub-grantee, Experience Works, responded to new labor market realities

by refocusing on a demand-driven approach to better prepare SCSEP participants for jobs

available Arkansas. This demand-driven approach represents a shift from traditional SCSEP

service delivery to an approach driven by employer identified demand. Experience Works

develops annual service plans for territory management that includes an analysis of labor

markets, skill gap analysis of SCSEP participants in individual territories of the state. The

service plan will include recruitment strategies aligned with high demand occupations.

To improve SCSEP services, will focus on creating industry-specific pipelines with local

employers to identify their workforce needs. EW works with local employers to identify their

open positions and the types of skills required by employers. This is the most effective way

to train EW-SCSEP participants. With employers’ input, EW will then provide SCSEP

participants with community service assignments, classroom-based training, computer-based

distance learning and other types of training to prepare older workers for jobs available in the

community.

Employer outreach will be utilized to identify high growth and in demand jobs. Employers

have always been and will continue to be key strategic partners. Experience Works’ frontline

staff (Employment and Training Coordinators - ETCs), are their primary link to employers.

ETCs will meet with employers to discuss their hiring status, practices, and specific skills

required for upcoming job openings. Experience Works trains their staff to work closely with

employers in their areas to determine their hiring patterns, the skills and training they look

for when hiring, and their feelings toward hiring older workers.

4) Retention activities to assist former participants to retain unsubsidized employment.

Experience Works state office contacts all former participants at least once every quarter for

a year after they have exited the program to perform customer service calls and inquire

whether the former participant is currently employed and if they have any supportive service

needs or need further job search assistance. If they are no longer employed, the local

coordinators are notified and then work to assist them with obtaining another job. Often,

they are referred to employers who have previously hired participants if any job openings

currently exist. They are also invited to local job clubs to refresh on job search skills and

resume assistance is also provided.

Discussion of whether this strategy has increased your performance levels for unsubsidized

employment, including your plans to improve training during community service employment

assignments. Such training may include lectures or seminars, classroom or individual

instruction, private sector on-the-job experience, work experience or other arrangements as

described in OAA Section 502(c)(6)(A)(ii).

What we have done to ensure that we are meeting negotiated goal.

Arkansas SCSEP Sub-Grantee, Experience Works, recently held a job fair in Craighead County

where both current and exited participants were invited and encouraged to attend. Local

employers attended with current job openings and included JC Penney, The Heritage Company,


Staffmark, and Experience Works even held interviews for a customer service position. Two

resource booths were also set up for current and former participants to talk with local staff about

the best way to showcase their skills to the employers present, practice with a mock interview or

have their resume reviewed and revised as needed. These activities will continue through the

coming year.

The National Caucus and Center on Black Aged will offer to the employer, its O.J.E. Program

and explain all other benefits such as the employer will get the chance to interview the

participant before he or she starts training to make sure this is what the employer wants.

In additional to the local Project Directors, AARP Foundation SCSEP has a Business Adviser to

connect with national and regional employers. This is an ongoing attempt to establish a foothold

for their participants with employers that typically offer a substantial number of job opportunities

each year that pay well and last long-term. The project directors are always advocates for hiring

older workers and help pave the way by networking with employers and employer groups,

publicizing older worker successes through the local media, speaking to organizations about the

value that older workers bring to the community, and participating in local events. Project

directors receive training on job development and reaching out to employers.

WorkSearch™ is used to identify jobs by zip code that might be a good match for participants.

WorkSearch™ gives participants access to local jobs through six job-search engines. Jobs that

are in the participants’ local communities or that are close can be searched for each day.

WorkSearch™ will benefit participants in rural areas since it is available 24/7 from any available

computer with internet access.

Long-term projections for jobs in industries and occupations that may provide

employment opportunities for older workers.

In order to identify long-term employment projections for jobs in industries and occupations

in Arkansas that may provide employment opportunities for older workers, the State and

National Grantees offer the following:

Various methods will be used in order to identify how those long-term employment

projections for jobs in industries and occupations in the state relate to the types of

unsubsidized jobs for which SCSEP participants will be trained and the types of skill training

to be provided.

Department of Labor Bureau of Labor Statistics will be used to identify areas of highest

unemployment and then attention will be focused on those low employment prospects within

those areas. AARP Foundation Project Directors will work closely with the One-Stop

Centers in their areas to discern opportunities. AARP will have one Area Manager to open

dialog with private for-profit companies in an effort to encourage the hiring of participants

for long-term employment.

State and National Grantees will collaborate with the Arkansas Workforce in order to obtain

information from labor market environment scans to pinpoint untapped labor pools that


would be a good fit for older workers. State and National Grantees can obtain extensive

labor market information through the Department of Workforce Services on their “Discover

Arkansas” website where LMI publications and updates which are readily available for the

state, as well as, specific regions. Experience Works’ staff will work to build strong

relationships with regional managers of the Arkansas Economic Development Commission

so they can stay informed with new industry trends across the state that could affect

employment opportunities in their respective areas of the state.

As previously mentioned, employer outreach will be utilized to identify high growth and in

demand jobs. Employers have always been and will continue to be key strategic partners.

Experience Works’ frontline staff (Employment and Training Coordinators - ETCs), are their

primary link to employers. ETCs will meet with employers to discuss their hiring status,

practices, and specific skills required for upcoming job openings. Experience Works trains

their staff to work closely with employers in their areas to determine their hiring patterns, the

skills and training they look for when hiring, and their feelings toward hiring older workers.

State and National Grantees, if they aren’t already, will work on being integrated in the

community as active members of State and/or local Workforce Investment Boards (WIBs),

one-stop committees, economic development councils, chambers of commerce, and other

employer-focused entities. These linkages provide current labor market information and

opportunities to network and form partnerships with employers. Experience Works’ field

staff will be active members of human resource management, as well as, workforce, training,

and career development organizations which provide opportunities for them to work

alongside hiring managers on local, regional and state initiatives focused in improving local

labor markets in preparation for emerging industries and sector jobs. Direct involvement with

these various organizations will put them at the forefront when decisions are being made

about ways to expand local employment opportunities within communities and regions and

when employers move into the area offering new employment opportunities for SCSEP

participants.

The National Caucus and Center on Black Aged will make sure that they recruit participants

with the skills employers need or that can be trained to fit the employers’ needs.

How long-term projections relate to the types of unsubsidized jobs for which SCSEP

participants will be training and the types of skill training to be provided.

Based on the Bureau of Labor Statistics’ employment outlook through 2020, in-demand jobs

suitable for SCSEP participants include home health aide and personal care, office clerk,

receptionist, customer service representative, tractor-trailer truck driver, childcare worker,

bookkeeping and accounting worker, food preparation and server, retail sales person, cashier,

and maintenance. The Department of Workforce Services’ Projected Employment

Opportunities List, 2011-2012, which also utilizes information from the Arkansas Economic

Development Commission, identifies these same jobs as high growth occupations in the State

of Arkansas, as well. This list provides specific information for each geographic area within

the State that can be used to identify employment opportunities local participants can be


trained for and skills that need to be included in a participant’s Individual Employment Plans

(IEPs).

The Arkansas Long-Term Industry and Occupational Projections publication provides an

overview of where the Arkansas labor market may be heading in the near future and contains

information on the group and decline of industries and occupations. This publication

classifies job openings as growth jobs or replacement jobs. The more replacement openings

a specific occupation has, the higher the turnover is for that occupation. This has provided a

unique opportunity for program participants because these jobs are often in the food service,

retail sales and customer service occupations. Many of these available positions are a good

fit for SCSEP participants in Arkansas and provide a prime opportunity to target training to

meet the needs of these employers. Due to the high turnover rate that is evident with these

positions, employers are very receptive to working with Experience Works for referrals of

mature workers to fill these jobs. This same publication highlights that it is increasingly

important in Arkansas’ labor market for workers to have the skills required to qualify for

these positions.

Business support services will see the most growth in administrative and support services and

is another area where Experience Works is developing successful training strategies.

Training for business support services occupations is focused on developing basic and

advanced computer competencies. The focus of this training is to get participants hands-on

experience using computers or helping them to brush up on computer skills. From there,

more specific administrative support and advanced computer skills training and certification

are available through Experience Works.

Teknimedia and JobReady programs have been excellent resources for participants needing

training for office clerk, receptionist and customer services positions. Experience Works has

worked with a number of host agencies to provide training to participants to prepare them for

food preparation, server, childcare worker, retail sales, and cashier positions such as Helping

Hands in Wynne, the Boys and Girls Club of Drew County in Monticello, the Learning

Center in Newport, Parkin Adult Daycare & Thrift Store, and a number of senior centers

across the state. Experience Works will continue to utilize the Teknimedia and JobReady

programs as resources for participants.

The Leisure and Hospitality super sector is expected to be one of the largest growth

industries with jobs in full- and limited-service restaurants placing on Arkansas’ Top 20

Industries by Net Growth list. Additionally, combined cook preparation and serving workers

including fast food, falls on the Top 20 Growing Occupations by Net Growth, the Top 20

Fastest Growing Occupations by Percent Growth, and the Top 20 Occupations by Total

Annual Openings lists.

In this industry sector, many Experience Works participants have prior work experience in

food management positions. During assessment, we find that the participants’ employment

goals often include this type of work but participants prefer to not be in a management

position due to physical considerations or they want to work part-time only. Experience

Works has e-learning tools that allow participants to brush up on skills they have not have


used in a while and complement their existing skill set with computer and inventory control

skills training/certification to help them obtain employment that better accommodates the

physical limitations they have at this stage of their life.

The same can be said of building and grounds cleaning and maintenance occupations which

are projected to have a great increase in available jobs and falls in the Top 20 Occupations in

the Total Annual Openings list. Participants often have skills in these areas that training

strategies leverage against customer service and basic computer skills that participants gain

from Experience Works provided and host agency training. This again allows participants to

obtain employment in positions that can better accommodate physical limitations they may

have while building on the extensive knowledge and skills they have in these areas.

Used Merchandise Stores also rank on the list of the Top 20 Fastest Growing Industries by

Percent Growth. Additionally, retail salespersons ranks at the top of the Top 20 Occupations

in Total Annual Openings list. Training strategies in this area have been very successful as

participants often have prior experience in working with the public. Customer service and

basic sales training have been very beneficial in further honing skills to make individuals

more marketable for positions in thrift stores run by a number of organizations such as

Goodwill, the Salvation Army, local libraries, senior centers and animal shelters as well as a

variety of local and national retail stores. A key addition to these training strategies is basic

to intermediate computer skills training; inventory, sales, etc. are often computerized now so

customer service abilities alone are not sufficient.

Healthcare Support Occupations is an area of special interest and future opportunity. Home

Health Aides places on both the Top 20 Growing Occupations y net Growth list and the Top

20 Fastest Growing Occupations by Percentage Growth list. There are many opportunities

for employment across the state in this field and Experience Works’ training has been very

successful in guiding participants to employment in this area. However, there are challenges

in motivating interest in this area at times and; therefore, an opportunity exists for Experience

Works to provide greater education about employment opportunities in this field to create

more willingness in participants to explore these opportunities. Extensive specialized

training is available across the state that focuses on jobs within this sector and encouraging

greater participation in this training and moving toward these employment goals will be a top

priority in the coming grant year.

The Personal Care and Service Occupations are expected to be one of the areas in the state

with the greatest number of job openings with Personal Care Aides falling into the Top 20

Occupations in Total Annual Openings and the Top 20 Growing Occupations by net Growth

lists. A similar challenge is faced here with participants not always being immediately

interested in jobs in these areas; although employers are waiting and eager to offer

employment opportunities. Increased education and emphasis on the availability of these

jobs and what they entail will be a focal point in the coming grant year.

Experience Works developed a strong partnership with the Schmieding Center which

operates in conjunction with the University of Arkansas Medical Sciences’ (UAMS) Donald

W. Reynolds Institute on Aging and the Northwest Health System to provide additional


training to participants interested in home health aide and personal care positions through

their Certified Home Caregiver Training Program. The Schmieding Center has expanded

their training locations so that training can be offered around the state in central, northeast

and southwest Arkansas, as well as, the Delta.

This process begins with the very first assessment. A goal of the initial assessment is to show

participants that they have valuable skills and experience that can build toward a locally

available job. To assist with this process, the JobReady program is used. JobReady is an

online workforce development and case management tool. JobReady is interactive and helps

participants identify their interests, evaluates their existing skills through testing, suggests the

best jobs based on assessment results, and indicates the skill gaps to be addressed to obtain

the participant’s job goal.

Participants work with their Employment and Training Coordinators (ETCs) to determine

employment goals that offer the greatest likelihood of success. In demand and high growth

jobs are focused on so that training can be targeted toward local employers currently hiring

for those occupations. During the coming year, staff will increase their use of the Career

Clusters Tool also available on the Department of Workforce Services’ “Discover Arkansas”

website. Used alongside JobReady, as jobs are identified that a participant would be well

suited for based upon their work interests and growing skill sets, they can also be located

using the Career Clusters Tool for even more specific information. This Tool will let the

participant and ETC review the possible employment goal by geographic location and

identify the total number of annual job openings and median wage for their particular area.

The Tool also shows whether the job is in demand in that geographic location. Using these

resources together will further help ETCs and participants establish job goals that will help

them achieve success and ensure that every training day and training dollar is well utilized.

Participants also have access, through JobReady, to six job-search engines to help them

locate job opportunities in their own communities by zip code once they have gained the

skills and the experience necessary to begin seeking gainful employment. JobReady is

particularly valuable in rural areas because participants can access it anytime from any

location, including training sites, workforce centers, libraries, and personal computers.

Community service training assignments (CSAs) are based on an assessment of each

individual’s skills and employment barriers as documented in the participant’s IEP. The

CSAs offer a supportive training environment for older persons wanting to return to work but

unable to find a job on their own. With an increasing emphasis on placement, Experience

Works has expanded community service training opportunities, places greater importance on

skill acquisition leading to jobs in the local community, and increasingly involves host

agencies as partners in helping participants find employment.

Ultimately, a CSA is primarily developed according to how it will provide support for a

participant’s IEP goal. In some cases, the objective may be a direct hire by the host agency. If

that is not possible, staff will work with the host agency and participant to develop an

assignment that addresses specific job barriers, that provides the participant with a

competitive edge, or both. For example, a participant who cannot find a job because they lack


basic computer skills could be assigned to a site that allows them to have access to a

computer. An example of a competitive edge would be, if a participant were interested in

maintenance work, training them to use green cleaning supplies and techniques, as well as,

normal maintenance duties as was the case with a participant in northwest Arkansas whose

“green” skills gave him the edge he needed to obtain fulltime employment.

Assessment of newly enrolled participants involves determining not only what they are

interested in, but how best a host agency infrastructure could be used to provide adequate

training to that end. AARP will routinely enhance opportunity by using funds set aside for

On-the-Job-Experience and Specialized Training (ST) to pay for training not available

through the host agency network. In other circumstances, Requisition for Training Funds

(RTFs) will be used to provide tuition, books, and other necessities through classroom

settings.

The National Caucus and Center on Black Aged (NCBA) will work with employers and

make sure that they know what they need so that they can recruit the right person to be

trained.

Current and projected employment opportunities in the State and the types of skills

possessed by eligible individuals.

State and National Grantees are familiar with their area labor markets and employer needs

and collaborate with local Workforce Investment Boards and Arkansas Workforce Centers to

ensure that training participants receive will prepare them for employment in their

communities. An increase in computer, occupation-specific, and job-search skills training

for participants will be a factor in reducing participant job barriers, as well as, increasing

participant access to online learning. Training that participants receive may be generalized,

such as computer or basic skills training, or specialized, such as bookkeeping.

AARP Project Directors are encouraged to train participants to the needs of growth industries

in their authorized areas. To accomplish this, local knowledge is used, together with

information provided by local one-stops and/or other sources including but not limited to

chambers of commerce.

The National Caucus and Center on Black Aged will provide supportive services to their

participants and an update of all new skills related to the unsubsidized jobs.

Computer skills are a requirement for so many jobs that Experience Works considers

computer training essential for most participants. Training is provided primarily through

Teknimedia and JobReady. Teknimedia is senior-friendly, self-paced basic computer

training. Participants receive a certificate for each module completed.

Experience Works’ JobReady program serves as an online resource for computer skills

training, including basic level (screen navigation, email, and internet) and higher-level skills

(Microsoft Word, Excel, PowerPoint, and Outlook). JobReady offers more than 400

specialized courses. These include training in skills needed for high-growth industries, such


as Essential Medical Office Skills. Online tests evaluate participant progress. Some training

includes the ability to earn industry-recognized certificates that can be added to participant

resumes. Participants indicate that these certifications have a positive effect on their self-

esteem and confidence. Online training is particularly effective in increasing access in rural

areas.

Over the past few years, Experience Works has increasingly emphasized computer training

for participants. Every participant is being offered the opportunity to take computer training

because minimal computer skills are required to find or perform most jobs available to

participants. Computer training for participants who need it to achieve unsubsidized

employment will be incorporated into the participant’s IEP. A mobile computer lab has been

in use for over a year providing weekly computer training to small groups of participants in

an instructor-led session. Additional mobile computer labs will be deployed in the coming

year.

Both Teknimedia and JobReady are free to participants, who value them also because they

can access the training 24/7. For those new to computer technology or who cannot afford a

computer, computer access may be available at their host agency, a community library, or a

workforce center, where additional help is available if needed. For rural residents,

Experience Works online computer training may be the only accessible option. Sometimes

the use of a community partner is a better option. Examples include computer training

provided directly by the host agency, through an easily accessible workforce center that

offers daily hands-on support, or through a tech school offering a course not available

through JobReady.

In addition to Experience Works resources, staff access training through host agencies,

community colleges, workforce centers and others, as documented on the IEP. The training

required may be more than a community service assignment can provide if the participant

needs general or specialized skills training. Examples of general training provided by

partners include basic education, GED, English as a Second Language (ESL), work-readiness

skills and job search skills. General training is usually provided in conjunction with the

community service assignment and includes one on one skills training, lectures, or seminars.

Specialized training prepares a participant for a particular job or industry in demand in the

participant’s community. Examples of skills training include certified nursing assistant, home

health aide, teacher’s aide, and commercial driver’s license. This training can be off-the-shelf

or customized. New resources for certification training this year are of particular value in

rural areas. They are self-paced courses provided at low cost and online through the

JobReady program, such as the certification for essential medical office skills. Not all

training for high-growth or in-demand jobs requires certification. Basic computer literacy

may be all that is needed for many jobs, such as in retail and customer service.

State and National Grantees can take advantage of senior discounts or negotiate directly with

community colleges to get participants into college classes, as well as, encourage community

colleges to offer specialized short-term training courses for in-demand occupations, teaching

skill sets appropriate for older workers. Participants can be encouraged to participate in


community events offering training opportunities, such as local health and job fairs and

business expos.

Many older workers lack the ability to market themselves to employers. To address this,

Experience Works assists participants with resume preparation, interview skills, and

referrals. When appropriate, participants also receive support through workforce center job-

search classes or the Experience Works Job Club/job-search training developed specifically

for older job seekers. Job Club/job-search training is a value-added feature for SCSEP

projects, incorporating best practices from around the country, as well as, ideas and adapted

materials from some of the most recognized trainers in the industry. The curriculum includes

a manual of instructions and materials for the trainer, as well as, handouts and materials for

participants. Training covers networking, completing applications, interviewing, answering

difficult questions, closing an interview, writing thank-you notes, and keeping the job.

Because job searches require basic computer literacy, such as using a kiosk to fill out an

application for Walmart or completing an online application for Home Depot, Teknimedia

computer training (available to Experience Works participants online) is emphasized for Job

Club participants lacking computer skills. The Job Club/job-search training is an enjoyable

and nonthreatening way for participants to learn while building self-confidence and self-

esteem. They realize that employers value the skills they have or can obtain. A computer-

literacy component teaches participants to prepare online resumes and complete online

applications. In rural areas where there are few participants, staff collaborates with other

employment and training providers to ensure enough participants to have a Job Club.

Description of localities and populations for which projects of the type authorized by

Title V are most needed.

Participants across the state receive great benefit from the services provided by SCSEP. The

areas where these services are most needed include the more rural areas of the state.

Communities in these areas are seeing long-standing businesses closing their doors or

relocating to other areas taking hundreds of jobs away from areas where they are desperately

needed such as SeaArk Marine in Monticello which decreased its workers from 220 down to

60 employees, eventually having to close its doors. These and other similar closings have a

great impact on a community with a population of only around 9,000. With the ever-

increasing gas prices, the distance individuals are able to commute continues to decrease.

This creates even more competition for the few jobs that do become available in these rural

and socio-economically depressed areas.

Many program-eligible applicants in these areas are at an even greater disadvantage because

literacy skills and education levels are the lowest in these regions and particularly among

individuals who are eligible for SCSEP. The benefit of receiving a training wage while

working to improve their basic skills is immeasurable but this is just the first step. To truly be

competitive in these job markets, participants need much more than just the basic skills to

find jobs in their local communities. A number of employers in these targeted locations are

requiring applicants to have a Career Readiness Certificate (CRC) even if they have a high

school diploma or diploma of higher education. This is the case with Arquest and Lockheed

Martin in the El Dorado area and the same is true of the majority of construction and


manufacturing companies in the area. There is even discussion among educators and

workforce development groups to work toward making the CRC a part of the high school

curriculum so that every student will graduate with one in hand. This will put SCSEP

participants at an even greater disadvantage in these areas of need if their skill set is already

dated or obsolete. Experience Works has already begun planning for this eventuality.

Participants are being encouraged to test for the CRC through the WorkKeys assessments

with this even being included in their training plan. Employment and Training Coordinators

provide assistance needed to ensure that participants are able to access the KeyTrain

curriculum preparing them for the assessments. If participants feel they are not yet ready to

begin this advanced training, appropriate JobReady courses are assigned to their learning

plan to help them secure the basic skills needed so they feel prepared and successful when

they begin KeyTrain.

Individuals with disabilities and individuals who have multiple barriers to employment also

receive great benefit from SCSEP. These individuals often have a strong desire to work and

be self-sufficient but lack the skills to be competitive when applying for jobs. SCSEP helps

them slowly integrate into the local workforce as they build both their confidence and their

skill sets. They begin to learn what accommodations they need and can really benefit from to

be more productive in a job. For individuals with multiple barriers having access to intensive

case management assistance to access supportive services is invaluable. As they begin to

tackle barriers to employment they have often been dealing with for years, they improve their

employability and create greater self-sufficiency in all areas of their lives.

Economically depressed urban and rural areas of Arkansas receive AARP’s attention.

Minority populations within these geographical areas are targeted. The majority of these

people are African-American and Hispanic with women in both sub-groups being most in

need. Veterans, the spouses of veterans, the disabled, people at risk of homeless or that are

homeless, people with low literacy, and individuals over 65 years of age are also certainly

focused on by AARP.

Section 5: Community Service Needs

COMMUNITY SERVICES

NEEDED

LOCATIONS

ORGANIZATIONS

Utility assistance, food bank,

clothing assistance,

commodities

Southeast (Rison, Pine Bluff) Pine Bluff Jefferson County

Economic Opportunity

Commission

Food bank Southeast (Warren) Arkansas Food Bank

Literacy tutoring program,

ESL tutoring

Southeast (Warren) Southeast Arkansas

Community Based Education

Thrift Stores, clothing

assistance

Northeast (Newport) The Learning Center

Food bank Northeast (Jonesboro) Northeast Arkansas Food

Bank

Thrift stores, clothing

assistance

Beautiful Hounds Boutique


Daycare, thrift store, meal

assistance program

Delta (Wynne) Helping Hands

Thrift stores, clothing

assistance

Central (Batesville) Family Violence Center

Legal assistance Northeast (Newport) Legal Aid of Arkansas

Commodities, Meals on

Wheels, meal assistance

program

Southwest (Murfreesboro) Central Arkansas

Development Council -

Murfreesboro Senior Center

Disability services Northeast (Jonesboro,

Batesville)

Arkansas Rehabilitation

Services

Literacy assistance, tutoring,

ESL tutoring

Northeast (Blytheville) Literacy League of

Mississippi County

Services for the blind Central (Batesville) Services for the Blind of

Independence County

Adult daycare, thrift store Delta (Parkin, Wynne) Parkin Adult Daycare & Thrift

Store of Cross County

Specifications on how we will recruit appropriate host agencies, including a prospective timeline.

Experience Works community service assignments are as diverse as the people and locations

served. Development of host agencies and community service assignments is an ongoing

process. It requires that staff be aware of local community needs, agencies/organizations that can

qualify as host agencies, the quality of services/training that can be provided by the host agency,

and the relation of the training to locally in demand and available jobs. To ensure quality training

is provided, staff make on-site visits during the host agency selection process to determine if

proposed assignments a) provide opportunities to learn job skills that match local jobs in

demand, b) involve staff committed to providing quality supervision and training, c) offer

meaningful training for the delivery of essential community services, d) provide a safe and

beneficial training environment that supports a participant’s ability to achieve IEP training goals

and obtain employment, and e) meet other SCSEP requirements.

Staff uses the assessment and IEP as the basis for developing a community work-based training

assignment that is suitable for providing training and addressing other gaps in the participant’s

job readiness in the IEP. They review the pool of potential host agencies for the closest possible

match with the participant’s training objectives. When a participant has specific needs that

cannot be met by the existing pool, a new host agency may be found. Another factor staff may

consider is host agency willingness to provide training and/or services beyond the assignment

itself. For example, if a participant will be upgrading his/her computer skills through Experience

Works’ Teknimedia certification training, the host agency could provide access to a computer, a

period of time to practice, and coaching in addition to the participant’s regular assignment duties.

The Host Agency Agreement and Host Agency Agreement Addendum are the documents signed

by the host agency that lay out the general framework for host agency responsibilities to

Experience Works and the participant. The community service assignment (CSA) duties,

negotiated with the host agency and included in the IEP, outline training objectives that are

specific to the participant’s assignment.


Section 6: Coordinating with Other Programs, Initiatives, and Entities

Following is a list of planned actions to coordinate SCSEP with other programs:

Coordination of activities with the state’s Title I WIA activities. Steps taken to ensure

that SCSEP is an active partner in each One-Stop delivery system, and actions taken to

encourage and further improve coordination with the one-Stop delivery system.

The State and National Grantees will take the following steps to ensure that SCSEP is an

active partner in the One-Stop delivery system and to encourage and improve coordination

with the One-Stop delivery system:

AARP Foundation SCSEP requires its Project Directors to actively develop relationships at

the local level with all One-Stops. Newly enrolled participants are also required to register at

the local One-Stop, as a condition of enrollment. Whenever possible, AARP’s program also

provides in-kind help in the form of participant assignments to One-Stops. The Project

Directors will continue their active involvement in local workforce development initiatives,

working closely with the workforce centers, serving as community partner board members,

and working with public and private state workforce coalitions. This involvement gives them

access to information about available jobs. Thirty percent of job placements are in host

agencies.

The National Caucus and Center on Black Aged will have an active member on the W.I.A.

Board and attend workshops and monthly meetings at the One-Stop Shop and make sure

participants register with the one stop.

Experience Works will continue to review and update WIB MOUs regularly. Experience

Works’ staff will continue to be active members of workforce investment boards (WIBs),

attend partner meetings, and serve on one-stop committees and taskforces with an even

greater emphasis on ensuring that older worker issues are considered in decision-making

activities within communities and regions. All staff and participant vacancies will continue to

be advertised and updated more frequently with the Arkansas Workforce Centers.

Staff is encouraged to co-enroll participants when appropriate. Participants are encouraged to

take advantage of job search and resume writing workshops and other courses held at the

workforce centers. Staff research job listings for their participants. When possible,

Experience Works seeks training for participants at no or low cost to the SCSEP through

workforce centers and workforce center partners. When a participant qualifies for a WIA

training voucher, the SCSEP and the workforce center can share the training costs, with

Experience Works providing SCSEP wages and WIA covering other training costs.

Employment and Training Coordinators regularly visit the workforce centers to ensure they

know about our services and the basic qualifications for the SCSEP. As a result, workforce

centers’ staff refers potential applicants to Experience Works as they come into the centers.

Partners are asked to assist with outreach and recruitment efforts to targeted and hard to serve

populations. Many local participant assistants and staff are housed in the local workforce

centers and many workforce centers serve as host agencies. Workforce Centers are an

example of a host agency that offers a range of training, such as customer service,


technology, and clerical skills, as well as, access to employment opportunities in the local

community. Staff coordinates with workforce center staff, who views Experience Works as

the go-to partner when an older customer wants job-placement support and is not job-ready.

Workforce center employees who work in resource rooms refer seniors to Experience Works

when they come in to do job searches. All participants are required to register with the

workforce centers and many ineligible applicants are referred there for services.

Experience Works always strives to attend and support job fairs sponsored by the

Department of Workforce Services such as the ones attended in Dumas and Little Rock

recently, as well as, attending career expos held by local Arkansas Workforce Centers in

West Memphis and Forrest City. Experience Works also endeavors to support events

organized by other WIA partners such as the job fair Arkansas Rehabilitation Services held

in Jonesboro. Whenever possible, staff works with their local partners to help organize events

and encourage all participants to attend. These efforts will be continued and increased in the

coming years.

State and National SCSEP Grantees are very much involved with WIA Title I programs,

including the following planned actions for using the WIA One-Stop delivery system and its

partners to serve individuals aged 55 and older:

It is AARP’s expectation that each of their project sites partner directly with area One-Stops

and/or WIAs by providing in-kind help and assist them in any other way within AARP’s

means.

The National Caucus and Center on Black Aged’s (NCBA) Job Developer sits on the WIA –

One Stop Board. NCBA also works closely with all partners in their service area to serve

individuals who are age 55 and older.

Activities being carried out in the state under other titles of the OAA

The State, as well as, the SCSEP National Grantees offer the following planned actions to

coordinate activities being carried out under the other titles of the Older Americans Act (i.e.

Division of Aging and Adult Services, Area Agencies on Aging, etc.):

The Division of Aging and Adult Services DHS Program Coordinator who oversees the

Senior Community Service Employment Program is liaison to two Area Agencies on Aging

in Arkansas, as well as, working closely with the Division’s other area agencies on aging

liaisons. The DHS Program Coordinator also oversees the State Older Worker Community

Service Employment Program and the Transportation (Older Americans Act) Program. Both

of these programs are administered by the area agencies on aging and/or their service

providers.

Experience Works will continue to review and update WIB MOUs regularly. Experience

Works’ staff will continue to be active members of workforce investment boards (WIBs),

attend partner meetings, and serve on one-stop committees and taskforces with an even

greater emphasis on ensuring that older worker issues are considered in decision-making


activities within communities and regions. All staff and participant vacancies will continue to

be advertised and updated more frequently with the Arkansas Workforce Centers.

Staff is encouraged to co-enroll participants when appropriate. Participants are encouraged to

take advantage of job search and resume writing workshops and other courses held at the

workforce centers. Staff research job listings for their participants. When possible,

Experience Works seeks training for participants at no or low cost to the SCSEP through

workforce centers and workforce center partners. When a participant qualifies for a WIA

training voucher, the SCSEP and the workforce center can share the training costs, with

Experience Works providing SCSEP wages and WIA covering other training costs.

Employment and Training Coordinators regularly visit the workforce centers to ensure they

know about our services and the basic qualifications for the SCSEP. As a result, workforce

centers’ staff refers potential applicants to Experience Works as they come into the centers.

Partners are asked to assist with outreach and recruitment efforts to targeted and hard to serve

populations. Many local participant assistants and staff are housed in the local workforce

centers and many workforce centers serve as host agencies. Workforce Centers are an

example of a host agency that offers a range of training, such as customer service,

technology, and clerical skills, as well as, access to employment opportunities in the local

community. Staff coordinates with workforce center staff, who views Experience Works as

the go-to partner when an older customer wants job-placement support and is not job-ready.

Workforce center employees who work in resource rooms refer seniors to Experience Works

when they come in to do job searches. All participants are required to register with the

workforce centers and many ineligible applicants are referred there for services.

Experience Works always strives to attend and support job fairs sponsored by the

Department of Workforce Services such as the ones attended in Dumas and Little Rock

recently, as well as, attending career expos held by local Arkansas Workforce Centers in

West Memphis and Forrest City. Experience Works also endeavors to support events

organized by other WIA partners such as the job fair Arkansas Rehabilitation Services held

in Jonesboro. Whenever possible, staff works with their local partners to help organize events

and encourage all participants to attend. These efforts will be continued and increased in the

coming years.

It is expected that a representation from AARP Foundation SCSEP will participate in

meetings conducted by the Division of Aging and Adult Services and offer whatever

cooperation possible to advance equitable distribution of SCSEP services.

The National Caucus and Center on Black Aged Plan of Action is to:

Provide proper training for the participant

Know what the employers’ needs are

Recruit the participants to fit the need or train them through the O. J. E. Program

Serve the Most in Need, first Veterans or their spouses who meet the requirements

Work with other partners if any supportive services are needed for training skills or

education skills


Collaboration with other public and private entities and programs that provide

services to older Americans, such as community-based organizations, transportation

programs, and programs for those with special needs and disabilities.

The State and National Grantees plan to collaborate with other private and public entities and

programs that provide services to older Americans such as community and faith based

organizations, transportation programs, and programs for those with special needs or

disabilities in the following ways:

The Division of Aging an Adult Services’ DHS Program Coordinator that is over the Senior

Community Service Employment Program is also the DHS Program Coordinator over

Transportation Services (Older Americans Act) where she works with the Area Agencies on

Aging and their transportation sub-contractors. The DHS Program Coordinator also serves

as the Division of Aging and Adult Services’ voting member of the Arkansas Transit

Association.

The National Caucus and Center on Black Aged plans to assist all participants with special

needs in whatever training and education skills for becoming employable, and follow through

with their partners if any other services are needed.

The AARP Foundation SCSEP has and will continue to network with other programs,

businesses, and public entities to the benefit of their participants. Partnerships have been

struck between other training providers using their OJE and skills training that lay the

foundation for future collaboration.

The needs of participants are resolved with the assistance of partners like the AARP, the

AARP Foundation, local partners such as workforce centers, food banks, area churches (such

as 9th St. Ministries, Acts of Love Food Pantry, and Board Camp Baptist Church Food

Pantry), area agencies on aging, economic development councils, departments of human

services, habitat for humanity, government subsidized housing programs, chambers of

commerce, vocational schools, community colleges, community action agencies, literacy

programs, adult learning centers, utility assistance programs, locally based veterans services,

local health departments, local transit such as SCAT, the Red Cross, the Salvation Army,

vocational rehabilitation, Goodwill, Rice Depot, Our House, HUD, and many other groups.

Obtaining supportive services is a collaborative effort of the partners engaged in the case

management for the participants.

Supportive services are offered for at least six months and job retention assistance is

provided for up to a year after participants are placed in an unsubsidized job to help them

retain their jobs. Supportive services and counseling can alter the destiny of a participant on

his or her way out the door.

Other support may be needed as well, such as arranging emergency transportation, replacing

a pair of broken eyeglasses, or assisting with a new hearing aid.

Experience Works will:


o Share contacts and information on senior-related issues and activities with state

and local level service and support agencies, such as the United Way and

community action agencies.

o Identify new organizations that could enhance senior services.

o Utilize all directories of service and support organizations to identify entities and

programs in the community that provide referrals and support services to seniors.

o Coordinate with members of the local and state veteran and disability

communities regarding activities, resources, and services for seniors with

disabilities and for veterans.

o Network with area churches, synagogues, and temples to conduct outreach to

SCSEP-eligible individuals.

o Participate in meetings, as appropriate, with senior service providers, both public

and private.

Collaboration with other partners, including state vocational rehabilitation

agencies, adult education and literacy providers, and education and training

providers such as community colleges.

Arkansas’ SCSEP Sub-grantee, Experience Works, works closely with vocational rehab

and other agencies to recruit eligible applicants and as community service training

providers. Community colleges across the state, such as NorthWest Arkansas Community

College, Southern Arkansas University Technical College, Cossatott Community College

of Arkansas, Mississippi County Community College, and South Arkansas Community

College, are being utilized for community service assignments but also for classroom

training for skills such as adult literacy skills, office skills training, and computer

training.

Employment and Training Coordinators will continue to develop relationships with

nonprofits and public agencies within the aging networks. Experience Works’ staff will

plan to attend OAA partners’ annual conferences whenever possible and will share local

contact updates and any community needs assessments for seniors with all OAA partners.

A number of participants across the state whose community service assignments are with

OAA partners are receiving additional supportive services directly from their host

agencies. During the coming grant year, Experience Works will strive to collaborate

further with these partners to make the additional services available to even more

participants.

Experience Works will build on partnerships with organizations and programs providing

services to veterans to better coordinate job development efforts and increase

participants’ access to needed services such as the Local Veterans Employment

Representatives located in the workforce centers. A number of Arkansas Rehabilitation

sites around the state serve as host agencies and provide supportive service assistance to

participants in their local communities. These partnerships will be expanded in the

coming year with a team approach to case management for participants with disabilities.

Experience Works has plans to build on partnerships with the Governor’s Dislocated

Worker Taskforce through participation at several upcoming opportunity fairs and job


expos. Training partnerships have been discussed and will be expanded upon in the

coming planning period to increase collaboration and services available to participants.

Collaboration with other labor market and job training initiatives.

State and National Grantees plan to collaborate with other labor market and job training

initiatives in the following ways:

Experience Works will do the following:

Work to expand SCSEP participants’ access to enhanced higher level training through

linkages with community and technical colleges, particularly in rural areas where

needed training is most difficult to find.

Monitor DOL, state agencies, and other websites for news of grant announcements

and awards that are relevant to SCSEP

Contact relevant grant awardees to promote tapping into older jobseeker pool and

encourage involvement of SCSEP stakeholders in planning efforts for grant

applications and regional initiatives.

Share information with grantees on labor market information tools that may assist

with targeting industries, occupations, skill sets, and specific employers.

Experience Works is building stronger relationships with the Arkansas Economic

Development Commission to explore ways to more effectively connect with local

communities, within regions, and with state economic development initiatives. This will

serve to provide training and employment opportunities for SCSEP participants in new

and emerging industries around the state while supporting these same efforts through

their community service training activities.

The National Caucus and Center on Black Aged plans to collaborate with other labor

markets by attending job fairs, workshops, conference calls and education skill classes.

AARP Foundation’s SCSEP will work most closely with state and regional sector

initiatives, economic development initiatives in the state to more closely align participant

training with jobs that are available in communities where they live.

Leveraging resources from key sate partners to support SCSEP activities, including

state and local government agencies, foundations, employers, community based

organizations, and other entities.

AARP Foundation project directors and community outreach recruiters reach out to

organizations such as workforce centers, senior centers, senior apartment complexes, area


agencies on aging, food stamp and Social Security offices, local employers, regional and

national employers, educational institutions, aging services, county judges, Foundations,

drug stores, grocery stores, aging and disability resource centers, veterans organizations,

homeless shelters, food pantries, ESL/literacy programs, community action agencies,

churches, human services organizations and other places where older individuals frequent

to leverage their services to assist with recruitment, training, and support services. In

addition, AARP Foundation SCSEP will continue to maximize and leverage resources

and relationships with the local AARP chapters and other AARP Foundation programs

that also serve low-income older people. An example is the Foundation’s Tax-Aide

program. Tax-Aide volunteers offer a unique opportunity to promote SCSEP to their

customers. Tax-Aide prepares free tax returns for millions of individuals, many are

SCSEP eligible. AARP state offices also include articles about the SCSEP in the

newsletters that are available to thousands of individuals in Arkansas.

Experience Works’ Arkansas State SCSEP program is committed to ensuring that the

community service assignments we provide offer skills training that meets the needs of

participants and employers in the state of Arkansas and that needed supportive service

assistance is provided. To meet these goals, our organization leverages the collective

resources of our organization and our key partner organizations within the state,

including the Southeast Arkansas Economic Development District and the Departments

of Workforce Services in Cabot, Russellville, Forrest City and Harrison. Our

collaborative relationship with these organizations enhances our ability to ascertain the

skills which are most in demand amongst employers within the state of Arkansas, to

target our community service assignments to provide participant training which meets

that demand and to help participants meet needs that would otherwise preclude them

from participant in the SCSEP or hinder their training.

Section 7: Avoiding Service Disruptions

Arkansas’ State and National SCSEP Grantees are dedicated to the avoidance of disruptions in

service to SCSEP participants. Arkansas’ State and National Grantees will take the

recommendation of the U. S. Department of Labor that when there is a new Census data

indicating that there has been a shift in the location of the eligible population or when there is

over-enrollment for any other reason, there will be a gradual shift that encourages current

participants in subsidized community service assignments to move to unsubsidized employment

to make positions available for eligible individuals in the areas where there has been an increase

of the eligible population. The SCSEP State and National Grantees realize that participants are

not entitled to remain in an unsubsidized community service assignment and will adhere to the

time limits on a SCSEP community service assignment as set forth in the Older Americans Act.


Arkansas’ State and National SCSEP Grantees and Sub-grantee shall not transfer positions from

one geographic area to another without first notifying the Arkansas Department of Human

Services, Division of Aging and Adult Services.

Grantees must submit, in writing, any proposed changes in distribution that occur after

submission of the equitable distribution report to the U. S. Department of Labor for approval.

Prior to Grantees submission of any proposed changes in distribution that occur after submission

of the equitable distribution report to the U. S. Department of Labor for approval, SCSEP

Grantees are to coordinate any proposed changes in position distribution with the other Grantees

in the State, including the State project director. Grantees must submit, in writing (e-mail is

accepted), any proposed changes in distribution that they want to occur (after submission of the

Equitable Distribution Report to the U. S. Department of Labor) to the Arkansas Department of

Human Services, Division of Aging and Adult Services for comments.

The Grantees written request to the U. S. Department of Labor for approval of proposed changes

in distribution that occur after submission of the equitable distribution report must include the

comments of the State project director (Arkansas Department of Human Services, Division of

Aging and Adult Services).

SCSEP State Sub-grantee must submit, in writing (e-mail is accepted), any proposed changes in

distribution that they want to occur (after submission of the Equitable Distribution Report to the

U. S. Department of Labor) to the Division of Aging and Adult Services for approval.

Experience Works has several field staff already in place for this project and have extensive

experience in implementing the transition of SCSEP participants and host agencies. Good

planning, working with the parties involved in the transition, and flexibility are key to making

the transition seamless for participants and host agencies. Staff will work closely with the

Arkansas Division of Aging and Adult Services (AR DAAS) and current sub-grantees to inform

participants and host agencies in advance, minimize disruption, and reassure participants and

host agencies, as outlined in the transition process that follows. Experience Works proposes the

following methodology and time line to ensure provision of services:

Staffing – Upon notification of the grant award, the State Program Manager will ensure

Experience Works staff with project responsibilities are fully briefed on the outcome of the

award, required transitions, and the importance of professional and courteous behavior during the

transition process and adherence to all policies and procedural directives. Experience Works

plans to have new Employment and Training Coordinators hired as soon after the grant year if

needed, and to introduce them to participants/host agencies during the initial orientation sessions.

Transfer of Participant Files – Prior to any transition, Experience Works will receive from AR

DAAS requests from the current sub-grantees a list of participants to be transferred, including

name, address, phone, and other contact information. A signed release from each participant


permits the sharing of assessment records, the IEP, worksite information, schedule, and

assignment description. AR DAAS and/or sub-grantees transferring the participants must also

ensure the availability of the extract files from SPARQ to build the Experience Works database

needed for historical information on each participant.

Smooth Transition of Participants and Notification – Participants and their host agencies are

notified in writing 30 days prior to any transfers. The notification provides information about the

transfer, the date of transfer, the reason behind it, the parties involved, the procedures to follow,

Experience Works staff contact names and phone numbers, and informs them of their “right of

first refusal.”

Participant/HA Meetings and Project Orientation – Orientations for participants and host

agencies will begin within 2 weeks of the transition and completed within 30 days. Staff will

conduct orientation and transition group meetings or one-on-one in all counties. Orientations will

focus on copies of and instructions for timesheets, review of the Experience Works' SCSEP

calendar/handbook (with state policy inserts), response to questions about the transition, and

completion of the participant’s I-9 form, W-4 form, and related information. Joint meetings

involving Experience Works, transferring entity, and participants are preferable when possible.

In rural areas where distances are great, staff contacts the participant when the written notice is

sent to discuss the transfer and help minimize disruption or stress. Should a participant feel that it

is not in his/her best interest to make the transition staff will assist the participant in exploring

other employment and training opportunities.

Paying Participants– Every participant affected by the transition will be paid for all time worked

during the transition. As needed, participants will be sent requests reminding them about final

timesheets or missing timesheets, to ensure they are paid on schedule. Staff works closely with

sub-grantees and AR DAAS to get the participant information into the Experience Works payroll

system so participants do not have disruption in pay as a result of the transition.

Section 8: Improving SCSEP Services

In order to improve SCSEP services, State and National Grantees will work toward greater

inclusion in one-stop, partner, and WIB committees and activities which would be very

beneficial in helping ensure older worker issues are considered alongside the workforce issues

involving youth, dislocated workers, recidivism, etc. Having access to participant information

within one-stops would be a great aid in furthering collaborative efforts among one-stop partners

without duplicity among agencies.

In order to ensure good program performance in the event the Senior Community Service

Employment Program moves from the Department of Labor to the Department of Health and

Human Services, face-to-face meetings or teleconferences with sub-grantees, national grantees,

state and aging network representatives will be scheduled. This is particularly important if

unsubsidized placement remains a high priority (assuming this remains one of the SCSEP goals),

that all parties understand and are in agreement with any new program objectives, that transition

is smoothly accomplished, and that good cooperative relationships among parties are developed

and maintained.


Performance in assisting SCSEP participants transition into unsubsidized employment could be

improved by increasing specialized and advanced training outside community service

assignments early in a participant’s involvement with the program. Helping participants and host

agencies adjust to shorter lengths of time participants will be on the program would also be

helpful so that training remains progressive with the short-term goal of employment immediately

in view.

Finally, Experience Works provision of computer training to as many participants as possible, as

well as, increased use of Job Club/job search skills training should also have a positive effect on

placement. These will be objectives Experience Works will focus on during the coming grant

years.

EW is committed to continuous improvement of our service delivery strategies; testing new ideas

and approaches; and leveraging resources, process and capabilities.

E-Learning is a powerful tool in the development of flexible strategies that are adaptable for the

needs and preferences of older people. EW’s E-learning technology strategies are personal,

social and flexible and ideally suited to the preferences of mature age learners and are

customizable for the unique needs of individual employers. Our e-learning capacity is

transforming the way we work by enabling EW to quickly and efficiently prepare SCSEP

participants for opportunities in their communities.

Experience Works launched its newest program, the Blended Learning Training Program

(BLTP) in Arkansas. The BLTP combines virtual instructor-led occupational training courses

with computer-based and online training tools, complementing the community service work

experiences for Senior Community Service Employment Program (SCSEP) participants, while

leveraging existing training resources, and creating more flexible and personalized learning

options that are more adaptable to the needs and preferences of older individuals.

Experience Works encourages participants to take advantage of our e-learning technologies. The

soft skills and occupations skills available through EW are necessary to help participants find

jobs. Basic through advanced training (including certification) is provided through EW’s

Teknimedia, JobReady, age specific developed e-learning training courses, and e-learning

technologies. Both Teknimedia and JobReady are high quality skills training resources that

Experience Works uses to bridge participant’s skill gaps and help them qualify for high quality unsubsidized jobs.

Section 9: Distribution of SCSEP Positions within the State

A. Distribution of Positions

Arkansas’ SCSEP’s Sub-grantee and SCSEP National Grantees operating in Arkansas are

dedicated to bringing about equitable distribution and will work together throughout the

year to accomplish equitable distribution, as well as, working with any new National

Grantees that will be operating SCSEP in Arkansas.


In order to accomplish this, Arkansas’ State and National Grantees will take the

recommendation of the U. S. Department of Labor that when there is a new Census data

indicating that there has been a shift in the location of the eligible population or when

there is over-enrollment for any other reason, there will be a gradual shift that encourages

current participants in subsidized community service assignments to move to

unsubsidized employment to make positions available for eligible individuals in the areas

where there has been an increase of the eligible population. The SCSEP State and

National Grantees realize that participants are not entitled to remain in an unsubsidized

community service assignment and will adhere to the time limits on a SCSEP community

service assignment as set forth in the Older Americans Act.

Arkansas’ State and National SCSEP Grantees are dedicated to the avoidance of

disruptions in service to SCSEP participants. Arkansas’ State and National Grantees will

take the recommendation of the U. S. Department of Labor that when there is a new

Census data indicating that there has been a shift in the location of the eligible population

or when there is over-enrollment for any other reason, there will be a gradual shift that

encourages current participants in subsidized community service assignments to move to

unsubsidized employment to make positions available for eligible individuals in the areas

where there has been an increase of the eligible population. The SCSEP State and

National Grantees realize that participants are not entitled to remain in a subsidized

community service assignment and will adhere to the time limits on a SCSEP community

service assignment as set forth in the Older Americans Act.

Arkansas’ State and National SCSEP Grantees and Sub-grantee shall not transfer

positions from one geographic area to another without first notifying the Arkansas

Department of Human Services, Division of Aging and Adult Services.

Grantees must submit, in writing, any proposed changes in distribution that occur after

submission of the equitable distribution report to the U. S. Department of Labor for

approval.

Prior to Grantees submission of any proposed changes in distribution that occur after

submission of the equitable distribution report to the U. S. Department of Labor for

approval, SCSEP Grantees are to coordinate any proposed changes in position

distribution with the other Grantees in the State, including the State project director.

Grantees must submit, in writing (e-mail is accepted), any proposed changes in

distribution that they want to occur (after submission of the Equitable Distribution Report

to the U. S. Department of Labor) to the Arkansas Department of Human Services,

Division of Aging and Adult Services for comments.

The Grantees written request to the U. S. Department of Labor for approval of proposed

changes in distribution that occur after submission of the equitable distribution report

must include the comments of the State project director (Arkansas Department of Human

Services, Division of Aging and Adult Services).


SCSEP State Sub-grantee must submit, in writing (e-mail is accepted), any proposed

changes in distribution that they want to occur (after submission of the Equitable

Distribution Report to the U. S. Department of Labor) to the Division of Aging and Adult

Services for approval.

The locally based Employment and Training Coordinators (ETC) know the local areas

they serve and the other resources that are available. Experience Works has SCSEP

participants assigned to ETCs to assist in augmenting local services. These participants

are an integral part of Experience Works’ ability to provide adequate services in their

locale. Experience Works’ staff work closely with their team of assistants to monitor

participant services and progress toward goals. Staff not only identify participant training

needs, but also identify needs or barriers to providing services as they occur and to

quickly develop a plan to overcome these.

For example, in areas where there are not a large number of employers, Experience

Works trains staff to work closely with the employers that are in the area to determine

their hiring patterns, the skills and training they look for when hiring, and their feelings

toward hiring older workers. Experience Works then works closely with their host

agencies to make sure the training they are providing their participants includes, to the

extent possible, the skills local employers need. Experience Works also works with

employers who may have misgivings about hiring older workers to educate them about

the value of older workers.

Supportive services are often needed but can be difficult to access in some areas. When a

need is identified, local options and resources are discussed and solicited. Because

Experience Works always exhausts other resources and low/no cost options first to make

SCSEP dollars go further, staff must often be creative and resourceful in finding

solutions, as has been the case when dental care is needed for participants. To assist

several participants, a local dentist agreed to provide dental care to participants without

charging for his services but could not commit to paying for the supplies himself. A

dental supply company agreed to donate supplies that may be needed to meet

participant’s needs. In this way, Experience Works was able to assist participants with

dental services it might not otherwise have had the budget to offer.

Additional funding for supportive services is a solution in areas where services are

otherwise not available free or low cost. Therefore, Experience Works has set aside

participant wages and fringe benefit dollars so that more resources are available to pay

for support services.

From this year onward, Experience Works is committed to increasing participant access

to online learning, especially in computer skills, which will be offered to every

participant in the upcoming program year and beyond. Not only are computer skills

required for a successful job search and for most jobs, having computer basic computer

skills opens up training options that may not otherwise be available to individuals.

Experience Works will provide access to computer training 24/7 through online courses


through Teknimedia and JobReady. Teknimedia is senior-friendly self-paced basic

computer training. Participants receive a certificate for each module completed. JobReady

is an online resource for computer skills training, including basic level (screen

navigation, email, and Internet) and higher-level skills (Microsoft Word, Excel,

PowerPoint, and Outlook). JobReady offers more than 400 specialized courses. These

include training in skills needed for high-growth industries, such as Essential Medical

Office Skills. Online tests evaluate participant progress. Some training includes the

ability to earn industry-recognized certificates that can be added to participant resumes.

Participants indicate that these certifications have a positive effect on their self-esteem

and confidence. Online training is particularly effective in increasing access in rural areas

where brick and mortar schools are often not easily accessible, especially for participants

who lack transportation.

Many participants do not own computers. Therefore, Experience Works has begun

identifying new partners to provide computer training; creating additional access points,

such as libraries, senior centers, workforce centers, or host agencies; and developing

locations where staff can bring in laptops for training as well as exploring ways to make

computers more accessible to participants wanting to further their training.

Experience Works also plans to develop expanded and more effective partnerships with

community based organizations, rural based employers, and employer associations who

are keenly aware of rural needs and issues and will work with Experience Works to

address them.

B. Rural and Urban Population Distribution

The Table below contains the census data provided by the Center for Economic

Development Education at the Institute for Economic Advancement of the University of

Arkansas at Little Rock that shows the number of people 55 and older, who are at or

below 125% of the Health and Human Services Poverty Levels that reside in rural and

urban areas by county.

All persons 55 years and older at or below 125% of HHS poverty levels

Arkansas County

% Pop Rural

% Pop Urban

Total Age 55

+ % Total Age 55+

Arkansas 34.71 65.29 1,172 22.4

Ashley 51.68 48.32 1,263 20.6

Baxter 65.84 34.16 2,616 15.1

Benton 25.16 74.84 5,595 12.3

Boone 62.20 37.80 1,848 17.3

Bradley 49.59 50.41 867 25.9

Calhoun 100.00 0.00 412 24.9

Carroll 72.83 27.17 1,796 20.9


Chicot 54.28 45.72 1,082 31.4

Clark 54.38 45.62 1,147 21.4

Clay 58.86 41.14 1,387 25.7

Cleburne 75.52 24.48 1,498 16.1

Cleveland 100.00 0.00 404 16.4

Columbia 57.49 42.51 1,212 18.7

Conway 70.52 29.48 1,298 21.3

Craighead 32.17 67.83 3,297 16.4

Crawford 51.96 48.04 2,710 18.3

Crittenden 20.89 79.11 2,425 23.7

Cross 56.79 43.21 1,036 21.8

Dallas 52.64 47.36 620 24.6

Desha 31.42 68.58 989 27.0

Drew 48.61 51.39 970 21.4

Faulkner 38.76 61.24 2,394 11.7

Franklin 82.60 17.40 1,278 24.1

Fulton 92.92 7.08 725 16.8

Garland 36.90 63.10 4,875 15.0

Grant 75.03 24.97 603 13.7

Greene 41.51 58.49 1,945 18.7

Hempstead 55.77 44.23 947 18.8

Hot Spring 65.97 34.03 1,313 14.3

Howard 67.52 32.48 721 20.2

Independence 68.58 31.42 1,782 18.8

Izard 100.00 0.00 941 18.4

Jackson 65.06 34.94 1,316 27.3

Jefferson 30.92 69.08 3,810 20.2

Johnson 71.37 28.63 1,361 21.2

Lafayette 100.00 0.00 566 23.2

Lawrence 63.56 36.44 1,284 26.0

Lee 63.51 36.49 1,069 38.1

Lincoln 100.00 0.00 721 23.8

Little River 68.52 31.48 782 21.0

Logan 71.02 28.98 1,313 19.4

Lonoke 44.81 55.19 2,227 16.4

Madison 100.00 0.00 963 22.9

Marion 100.00 0.00 970 14.6

Miller 40.01 59.99 1,789 17.1

Mississippi 36.27 63.73 2,266 21.3

Monroe 68.98 31.02 770 29.8

Montgomery 100.00 0.00 791 23.0


Nevada 69.18 30.82 708 25.8

Newton 100.00 0.00 1,004 34.7

Ouachita 56.35 43.65 1,533 20.2

Perry 100.00 0.00 671 21.7

Phillips 47.97 52.03 1,485 26.2

Pike 100.00 0.00 721 22.3

Poinsett 71.14 28.86 1,619 24.2

Polk 73.39 26.61 1,166 17.4

Pope 54.49 45.51 2,113 15.1

Prairie 100.00 0.00 543 19.4

Pulaski 12.28 87.72 10,491 12.1

Randolph 67.42 32.58 1,464 26.3

St. Francis 51.55 48.45 1,843 30.8

Saline 36.16 63.84 2,622 9.8

Scott 70.36 29.64 797 24.8

Searcy 100.00 0.00 740 27.7

Sebastian 20.81 79.19 4,477 15.2

Sevier 63.60 36.40 653 17.3

Sharp 80.06 19.94 1,435 22.5

Stone 100.00 0.00 1,190 26.4

Union 54.50 45.50 2,454 21.3

Van Buren 100.00 0.00 1,258 20.1

Washington 25.49 74.51 4,876 13.8

White 54.32 45.68 3,402 18.6

Woodruff 100.00 0.00 508 20.9

Yell 79.13 20.87 1,294 23.1

According to the Rural Profile of Arkansas 2011 put out by the University of Arkansas,

Division of Agriculture, while Arkansas’ population grew 8.1 percent from 2000 to 2009,

nearly all of the growth occurred in urban areas and some rural counties in the Highlands.

The Delta and Coastal Plains continue to lose population, losing 9 percent and 6.6

percent, respectively, which is a combined loss of approximately 45,000 people over this

nine-year period. Although in-migration drove population increases in the early 2000s,

the in-migration rates have begun to taper off. Many rural counties experienced net

outmigration, resulting in population loss. Elderly people 75 years and over make up 8

percent of the rural population and 6.7 percent of the state’s total population. This

presents unique challenges for rural areas where health services are already strained in

some counties.

It is the State and National Grantees goals to serve both rural and urban areas of Arkansas

equitably, rural areas of Arkansas that have inadequate resources to enable program


requirements to be met (e.g., few host agencies or employers, lack of employers, lack of

transportation, etc.).

Economically depressed urban and rural areas of Arkansas receive State and National

Grantees’ attention. Minority populations within these geographical areas are targeted.

The majority of these people are African-American and Hispanic with women in both

sub-groups being most in need. Veterans, the spouses of veterans, the disabled, people at

risk of homeless or that are homeless, people with low literacy, and individuals over 65

years of age are also certainly focused on by the State and National Grantees.

Also, the rural nature of the state combined with an agrarian – based economy makes it

difficult to provide adequate unsubsidized placement opportunities. The number of

available jobs is few and because public and mass transportation are not available, this

makes access to many of the existing jobs or employment opportunities problematic. In

some instances the cost of transportation and other job maintenance factors exceed the

benefits of employment.

State and National Grantees work closely with the Arkansas Workforce Centers and

Community Based Organizations to make sure that they are using all of their resources by

working with all other Title –V sponsors to accomplish this.

AARP Foundation SCSEP has accommodated and will continue to accommodate rural

areas with limited resources by adjusting training schedules for participants, actively

seeking to identify new resources and/or employers, and maintaining a viable waitlist to

be activated when opportunity can be developed.

The National and Caucus and Center on Black Aged will focus on day care centers, city

and county governments, church groups, and community action agencies to help assist

with the resources that are needed to help serve the participants and enable program

requirements to be met.

As a largely “rural” service provider, Experience Works has expertise in serving rural

areas. Staff will continue to use this expertise to address challenges in meeting program

requirements over the next few years, as well as, implement new initiatives.

The state and National Grantees offer various recruitment and selection techniques in

order to serve those who reside in rural and urban areas within the state:

One-stops are a cornerstone to AARP’s recruitment in most offices. However, they

advertise frequently in newspapers and local media including cable television and radio

that cover any given locality.

The National Caucus and Center on Black Aged (NCBA) partners with non-profit

agencies that are on the front line in identifying participants of these special populations.

If they can’t service them they are recommended to contact NCBA. If they first

encounter participants of the special populations, they refer them to register at the Job


WIN Center, for example. Some participants aren’t privileged enough to be able to travel

to their nearest WIN Center for registration and together they help and assist these people

in seeking training skills for becoming employable and will further assist in getting them

employed.

One of Experience Works’ most important responsibilities is to ensure that potential

participants with significant employment barriers know about the SCSEP and have an

opportunity to apply. Experience Works uses, and plans to continue to use, proven

methods learned over a 47-year history to recruit rural and urban applicants, as well as,

the other special populations that follow.

In both rural and urban areas, one of the most effective recruitment methods is by

providing outstanding customer service which results in a positive reputation and

increased referrals. Staff and their participant assistants also are out of their offices much

of the work week as a physical presence in communities allows for face-to-face

interaction, another effective recruitment method.

Experience Works involves community “partners” in their outreach efforts by

encouraging host agency staff, other locally based organizations, faith based institutions,

and participants to tell others about the SCSEP and how to apply. Staff also participates

with local organizations such as veterans’ groups to increase awareness. Educational

contacts with congressional offices and locally elected officials also result in referrals of

interested applicants.

Disseminating information about the SCSEP through various outreach activities is crucial

to the success of Experience Works in reaching out to older Arkansans who want and

need services. For that reason, Experience Works uses a variety of approaches to promote

SCSEP services to assure that the maximum number of eligible individuals have an

opportunity to participate. Experience Works has field staff and participant assistants,

who are locally based and have responsibility for performing outreach and recruitment

activities. Staff also uses recruitment methods to ensure that they reach diverse

populations. Traditional methods include word of mouth; classified advertising in

neighborhood, faith-based, and minority-focused newspapers; brochures; church

bulletins; fliers; posters; job fairs and senior expos; local organizations; community

presentations; and a collection of fact sheets.

Experience Works staff have close working relationships with workforce center staff.

Program vacancies are posted with the workforce centers as required by federal

regulations. ETCs regularly visit the workforce centers to ensure they know about their

services and the basic qualifications for the SCSEP. As a result, workforce center staff

refers potential applicants to Experience Works as they come into the centers. Staff

coordinates with workforce center staff, who views Experience Works as the go-to

partner when an older customer wants job-placement support and is not job-ready. One-

stop employees who work in resource rooms refer seniors to Experience Works when

they come in to do job searches.


In selecting eligible applicants, staff takes into consideration the equitable distribution

that is to be maintained in each county served and then, within that county, on the

established priorities for enrollment. Unless regulations change, this selection process

will continue during the length of this plan.

C. Specific Population Distribution

According to the Rural Profile of Arkansas 2011 put out by the University of Arkansas,

Division of Agriculture, beginning in 2005, the estimated poverty rates across the state

have increased, especially in rural areas. Pockets of extreme poverty remain throughout

the state, and seven counties in the Delta have a poverty rate of 25 percent or greater.

Arkansas has the second highest poverty rate (18.8 percent) in the country. Poverty in

the rural Delta and Coastal Plains remains substantially higher than poverty in urban

counties.

Also, according to the Rural Profile of Arkansas 2011, Arkansas’ Hispanic population

increased from 87,000 in 2000 to nearly 173,000 in 2009. The Hispanic population has

grown to 4.4 percent in rural counties, primarily in the western half of the state. Seven

rural counties had a Hispanic population of more than 10 percent in 2009.

Appendix 6 is Arkansas’ County Minority Data 2005 – 2009 provided to the Arkansas

Department of Human Services, Division of Aging and Adult Services by the U. S.

Department of Labor, Employment and Training Administration.

Appendix 7 is Arkansas’ SCSEP Participant Characteristics based on Arkansas’

Population Served in Program Year 2011 (As of March 31, 2012) provided by those

Arkansas SCSEP State and National Grantees contributing to the Arkansas SCSEP State

Plan.

The State and National Grantees will adhere to the SCSEP Final Rule Section 641.520

which defines priority individuals as those who qualify based on the following criteria:

Are veterans or their spouses who meet the requirements under § 2 (a) the Jobs for

Veterans Act, 38 U.S.C. sec 4215(a), and who possess at least one of the other

priority characteristics;

Are veterans or qualified spouses who meet the requirements under § 2 (a) of the Jobs

for Veterans Act, 38 U.S.C. sec 4215 (a), who do not possess any other of the priority

characteristics;

Persons who do not qualify as a veteran or qualified spouse under § 2 (a) under the

Jobs for Veterans Act (non-veterans), and who possess at least one of the other

priority characteristics;

Other priority characteristics:

Are aged 65 years or older.


Have a disability;

Have limited English proficiency or low literacy skills;

Reside in a rural area;

Have low employment prospects;

Have failed to find employment after utilizing services provided under Title I of

WIA; or

Are homeless or at risk for homelessness.

Following is a list of some of the various recruitment and selection techniques the State

and National Grantees use:

• listing vacancies with local workforce centers;

• advertising in local newspapers and newsletters, including minority focused

newspapers;

• distributing brochures, flyers, posters, and fact sheets throughout the community;

• running public service announcements on local radio and cable networks;

• participating in radio and television interviews;

• working with local newspapers to print human interest stories on SCSEP

participants and host agencies;

• making presentations at local civic and faith-based organization and business

meetings;

• asking host agency representatives, existing participants, and local officials to use

word of mouth to promote services;

• coordinating outreach activities with other local partners, such as placing flyers in

food bank distribution packets, attending senior health fairs, participating in local

job fairs, and visiting senior nutrition sites; and

• networking with organizations who serve and advocate for those classified as

most in need, minority, and/or priority preferences.

Some individuals in targeted groups may be difficult to reach using traditional

recruitment methods. In these instances, alternative recruitment techniques are utilized,

such as:

• requesting assistance from local community and business leaders who are

members of local ethnic or cultural groups (such as minorities or limited-English

speaking individuals);

• using Spanish-language recruitment materials;

• partnering with agencies that serve the disabled; and

• networking with key neighborhood organizations and faith-based institutions that

share the mission to aid those in the greatest need.

Individuals with disabilities and individuals who have multiple barriers to employment

receive great benefit from SCSEP. These individuals often have a strong desire to work

and be self-sufficient but lack the skills to be competitive when applying for jobs.

SCSEP helps them slowly integrate into the local workforce as they build both their

confidence and their skill sets. They begin to learn what accommodations they need and


can really benefit from to be more productive in a job. For individuals with multiple

barriers having access to intensive case management assistance to access supportive

services is invaluable, as well as, services offered through area agencies on aging. As

they begin to tackle barriers to employment they have often been dealing with for years,

they improve their employability and create greater self-sufficiency in all areas of their

lives.

Some of the State and National Grantees build on partnerships with organizations and

programs providing services to veterans to better coordinate job development efforts and

increase participants’ access to needed services such as the Local Veterans Employment

Representatives located in the workforce centers. A number of Arkansas Rehabilitation

sites around the state serve as host agencies and provide supportive service assistance to

participants in their local communities.

Have the greatest economic need.

The National Caucus and Center on Black Aged will follow the national provided

poverty guidelines. If they are Good Stamp eligible, they are eligible for the program

right off. In recruitment, if they are eligible for other services, they recommend them to

other service providers.

AARP makes special effort to connect with lower economically positioned people by a

whole range of issues may be challenging the SCSEP eligible population. Project

directors approach the interview, assessment and case management holistically. To

overcome the challenges many participants face, staff look at them from a whole-of-life

perspective. When applicants come to AARP Foundation’s SCSEP, they most likely are

confronted with very complex issues besides being financially challenged. To fully assist

the participants, staff reach out to local partners and access AARP and other AARP

Foundation resources to address the full range of issues such as physical and mental

health, housing, ADA accommodations, legal, emotional support, education, work, and

financial. The combination of valuable resources and the expansive partnerships help

participants rise above the challenges they have been facing, which caused their need for

the SCSEP.

To assist participants with the greatest economic need, Experience Works works with

local partners to provide needed services at no or low cost such as financial, legal, health,

dependent care, transportation, assistive devices, counseling, housing, food, clothing, and

incidentals required for work.

Are minorities.

Minorities and individuals with enrollment preference are targeted by reaching out to

elected officials, business owners, church leaders, organizations that serve minorities,

veteran’s organizations, food pantries, community action agencies, vocational

rehabilitation services, homeless shelters, human/social services, March of Dimes.

(African-Americans and Hispanics are the majority of the minority population with


women in both sub-groups being most in need; outreach and recruitment materials are

available in Spanish.)

The National Caucus and Center on Black Aged does not discriminate if the individuals

are recruitable and show a desire to want to be trained for employment. NCBA provides

or assists these individuals with the same services as any other nationality.

Experience Works works closely with local agencies and representatives to target

recruitment activities to areas of higher concentrations of minorities. Targeted

recruitment efforts are based on the SCSEP State Plan, local state demographic charts,

Arkansas population and aging statistics, Census data, and labor market information.

Local Arkansas Workforce Centers, local elected officials, minority advocates, and faith-

based representatives with links to minority populations.

Planned minority recruitment activities will include, but not be limited to:

Advertising in local newspapers and newsletters, especially minority focused

newspapers such as ¡Hola! Arkansas, La Prensa Libre, El Latino, and African-

American Perspectives magazine;

distributing brochures, flyers, posters, and fact sheets throughout minority

communities; to the extent possible, ensure the pictures or content of this media

shows minorities or is sensitive to cultural differences;

running public service announcements on local radio and cable networks that reach

minority listeners;

working with local newspapers to print human interest stories on minority SCSEP

participants;

making presentations at local civic and faith-based organization and business

meetings that include minority individuals;

asking host agency representatives, minority participants, and local officials to use

word of mouth to promote services;

coordinating outreach activities with other local partners, such as placing flyers in

food bank distribution packets, attending senior health fairs, participating in local job

fairs, and visiting senior nutrition sites frequented by minorities;

networking with organizations who serve and advocate for minority populations, such

as the Northwest Arkansas Hispanic Council, the Arkansas Hispanic Chamber of

Commerce, the Asian Pacific Resource and Cultural Center, the Mexican Consulate,

and the Hispanic Center;

requesting assistance from SCSEP ambassadors such as pharmacists, grocers,

veterans’ representatives, elected officials, church leaders, participants and other local

community and business leaders who are members of local ethnic or cultural groups

(such as minorities or limited-English speaking individuals); and

Using Spanish-language recruitment materials.

Experience Works will continue to expand the number, scope, and variety of these

relationships to reach as many older minority workers as possible.


Are limited English proficient.

If the need arises, the National Caucus and Center on Black Aged uses the same

techniques in recruiting any other trainee. They partner with other non-profits that have

access to bilingual personnel that will assist in the application process.

Minorities and individuals with enrollment preference are targeted by reaching out to

elected officials, business owners, church leaders, organizations that serve minorities,

veteran’s organizations, food pantries, community action agencies, vocational

rehabilitation services, homeless shelters, human/social services, March of Dimes.

(African-Americans and Hispanics are the majority of the minority population with

women in both sub-groups being most in need; outreach and recruitment materials are

available in Spanish.)

Experience Works’ staff will target recruitment efforts to those areas where higher

concentrations of limited-English speaking individuals reside, congregate, or seek other

services. These areas are identified via local demographic data available through such

diverse sources as the U.S. Census Bureau down to local community stakeholders who

are influential members of the targeted population.

Experience Works identifies staff, participant assistants, or other resources within

communities who can assist in recruiting and overcoming language barriers when

working with individuals with limited English proficiency. Developing new partnerships

and resources will be important to better serve this difficult-to-serve population. Some

possibilities include but are not limited to:

Identifying volunteers within the individual’s community who are bilingual and

willing to assist with translation as needed.

Working with community partners, including host agencies, to identify bilingual staff

that may be called upon to help with translating.

Developing additional or improving existing recruitment materials in the native

language of the potential applicant.

Have the greatest social need.

A key to success when working with individuals who have the greatest social need lies in

a holistic approach to case-management, taking care of the participant’s basic needs,

equipping the participant with the required skills, understanding the local labor market,

and having good relationships with local employers. The project directors and participant

assistants are aware of participants’ abilities and interests as well as the unmet needs of

community employers. AARP Foundation will work with those with the greatest social

need to have them overcome the multitude of barriers they are facing so they can be

successful in their job search.


For the National Caucus and Center on Black Aged, in recruitment, they are considered a

one stop station. Whatever the participant needs in order to become employable, they

assist or partner with other social services that can assist.

Individuals with the greatest social need are often the hardest to reach due to isolation

issues or disabilities that might prevent them from being able to access information

within the community as readily as others might. Experience Works plans to increase

visibility about the program in a number of different ways to reach individuals with the

greatest social need. These include special interest stories, press releases and articles via

print, radio and television media to reach a variety of these individuals. For the future,

staff will also identify and focus on the aging network staff and leaders of faith-based

organizations and social programs, as these often have contacts to socially isolated

individuals who might benefit from participating in the SCSEP.

The State’s long-term strategy for serving minority older individuals under SCSEP.

The State and National Grantees offer the following long-term strategies for serving minority

older individuals under the Senior Community Service Employment Program:

Experience Works will continue to identify new resources that can be utilized in local areas that

offer translation services and assistance to minority groups for whom language might be a

barrier. Stronger relationships will be fostered with organizations who serve various cultural and

ethnic populations that can serve as training sites to provide participants with a comfortable

environment where they can learn new skills. As their confidence and skill sets grow, additional

training will be introduced that will carry them beyond their Community Service Assignments

(CSAs) and begin preparing them to transfer to new CSAs that will help prepare them for the

workplace in a gradual way. Barriers to employment will be addressed through this process to

ensure a smooth yet steady transition toward employment.

During the period of the State Plan, Experience Works may also:

Identify and recruit businesses that are minority owned or that have an interest in hiring

minority staff to serve their minority customers.

Encourage “mentoring” of new minority participants by former participants who are the same

minority and successfully used the SCSEP to achieve unsubsidized placement.

The minimum goal of the AARP Foundation’s SCSEP is to serve minorities in the same

proportion as their presence in the eligible population of the areas we serve. Accomplishment of

this goal is made easier because serving minorities is a strategic priority at the Foundation. It is

not a short-term focus at the Foundation; it is the way the Foundation does business.

Project directors will focus on building long-term relationships with minority organizations,

foster a culturally sensitive environment, network with strategic partners to enable long-term

diversity recruitment, and measure the effectiveness of the recruitment efforts. Recruiting efforts

to actively search for minorities include using outreach materials that encourage minorities to

apply, participating in cultural fairs and events, and regularly networking with minority


organizations. The AARP Foundation works with local agencies to provide interpreting services

when necessary. Materials are available in Spanish at every project site. The WorkSearch™

assessment system is also in Spanish. Project directors typically participate on local boards and

committees. In many cases, project directors are members of minority groups, which helps

expand their knowledge and understanding of the needs of minorities, tailor services, and obtain

trust, confidence, and respect. The AARP Foundation also assigns participants who are

minorities to assist with project site administration to overcome communication barriers.

The Foundation utilizes the resources of AARP’s multicultural workgroup to develop ways to

better serve and reach out to the various minority groups. All Foundation SCSEP employees

participate in a multipart developmental training program that includes multicultural workshops,

which includes the completion of an online Intercultural Development Inventory® (IDI®). All

SCSEP employees completed the online IDI®, attended training in 2011, 2012, 2013 and 2014.

The SCSEP communication and business support analyst serves as a multicultural ambassador

for the AARP Foundation. This individual also develops training for SCSEP and incorporates

multicultural aspects, as appropriate. IDI® is the leading instrument used by organizations to

deepen the understanding of the needs of multicultural and underserved markets. IDI® is a

validated instrument that has been in use globally since 1998. It provides a quantitative measure

of individual and group intercultural expertise and a basis for developing the expertise needed to

achieve the business outcomes. The AARP Foundation seeks to increase the organization’s

intercultural expertise through IDI®-based development. In this way, AARP Foundation staff

will become knowledgeable and adapt behavior to build a diverse program.

The National Caucus and Center on Black Aged (NCBA) does not discriminate if the individuals

are recruitable and show a desire to want to be trained for employment, then the NCBA provides

or assists him/her with the same services as any other nationality.

See Appendix 5 for Arkansas’ SCSEP State and National Grantee Awards for Program Year

2012 provided by the U. S. Department of Labor, Employment and Training Administration

which is based on census data and the ratio of eligible individuals in each service area to the total

population in the State.

Section 10: Appendices

Appendix 1 Designation of Responsibility for Development and Submission of the Senior

Community Service Employment Program State Plan

Appendix 2 Stakeholders Invitation to Provide Input for Draft Senior Community Service

Employment Program State Plan Modification to be added

Appendix 3 Invitation to Provide Input on SCSEP State Plan Modification to be added

Appendix 4 Copies of Public Comments on the draft Senior Community Service Employment

Program State Plan Modification to be added

Appendix 5 Arkansas SCSEP State and National Grantee Equitable Distribution 2014

Appendix 6 Arkansas’ County Minority Data 2004 - 2009

Appendix 7 Arkansas’ SCSEP Participant Characteristics based on Arkansas’ Population

Served in Program Year 2011 (As of March 31, 2012) provided by those

Arkansas SCSEP National Grantees contributing to the Arkansas SCSEP


State Plan


APPENDIX 1

Designation of Responsibility for Development and Submission of the

Senior Community Service Employment Program State Plan

Cover letter to Jane Oats, Assistant Secretary, U. S. Department of Labor,

Employment and Training Administration, Division of National Programs, Tools,

and Technical Assistance from Mike BeeBe, Governor of the State of Arkansas

E-Mail string showing when Governor’s Office mailed the Governor’s Letter to

Jane Oates


STATE OF ARKANSAS MIKE BEEBE GOVERNOR

Date

Jane Oates

Assistant Secretary

Division of National Programs, Tools, and Technical Assistance

Employment and Training Administration

U. S. Department of Labor

200 Constitution Ave., NW, Room S-4209

Washington, DC 20210

Attn: Kimberly Vitelli

Re: Senior Community Service Employment 2012 - 2015 State Plan

Dear Ms. Oates:

I write requesting that the Arkansas Department of Human Services, Division of Aging

and Adult Services, be permitted to prepare and submit the Senior Community Service

Employment Program 2012 – 2015 State Plan for the state of Arkansas.

Thank you for your kind attention to this matter. If you have any questions, please contact

Nadine Grice at (501) 320-6571.

Sincerely yours,

Mike Beebe

Mb:

CC: Krista Hughes, Director, Division of Aging and Adult Services

Nadine Grice, DHS Program Coordinator, Older Americans Act Section, Division of

Aging and Adult Services

STATE CAPITOL, SUITE 250, LITTLE ROCK, AR 72201

TELEPHONE (501) 682-2345 FAX (501) 682-1382

INTERNET WEB SITE [email protected]


From: Krista Hughes Sent: Fri 4/27/2012 9:06 AM To: Gwen McLarty; Nadine Grice Cc: Subject: FW: SCSEP Strategic State Plan _____________________________________________________________________________________

See response below.

Krista Hughes

Director Division of Aging and Adult Services PO Box 1437 Slot S530 Little Rock, AR 72203-1437 Phone: 501-682-2441 Fax - 501-682-8155 [email protected] _________________________________________________________________________

From: Amy Webb

Sent: Friday, April 27, 2012 9:06 AM

To: Krista Hughes

Subject: RE: SCSEP Strategic State Plan

Krista,

The Governor’s office already mailed this to Jane Oats, assistant secretary of labor on April 17.

_____________________________________________________________________________________

From: Krista Hughes

Sent: Monday, April 23, 2012 7:59 AM

To: Amy Webb

Subject: RE: SCSEP Strategic State Plan

Hi Amy, I was moving my emails around and found this for follow up. Would you please check status of

this as the end of April is approaching. Thanks.

Krista Hughes

Director Division of Aging and Adult Services PO Box 1437 Slot S530 Little Rock, AR 72203-1437 Phone: 501-682-2441 Fax - 501-682-8155 [email protected] _____________________________________________________________________________________

mailto:[email protected]



From: Amy Webb

Sent: Thursday, April 05, 2012 11:55 AM

To: Jenny Boshears

Cc: Matt Decample; Krista Hughes

Subject: FW: SCSEP Strategic State Plan

Importance: High

Jenny,

Attached is a draft letter that our Division of Aging and Adult Services (DAAS) is requesting the Governor

sign. In order to receive Senior Community Service Employment Program (SCSEP) funding, the Older

Americans Act (OAA) requires the governor or designee to submit a state plan that includes a four-year

strategy for statewide provisions of community service training and other authorized activities for eligible

unemployed low-income seniors. The intent of the SCSEP State Plan is to foster both short- and long-

term coordination among the various national and state SCSEP grantees and their sub-recipients

operating within the state, and to facilitate the efforts of key stakeholders, including state and local boards

under WIA, to work collaboratively through a participatory process to accomplish SCSEP’s goals. The

State Plan draft also is attached. It’s my understanding that DAAS doesn’t need the letter until the end of

April or first week of May. Please let me know if you have any questions or need any additional

information.

Thanks in advance for your help,

Amy Webb

Amy Webb DHS Director of Communications 501-682-8946 [email protected] DHS | Press Room Arkansas Department of Human Services

_________________________________________________________________________

From: Krista Hughes


To: Amy Webb

Cc: Steven Jones (DHHS DO); Gwen McLarty; Charles Thompson

Subject: FW: SCSEP Strategic State Plan

Importance: High

Amy, please see below. We need this letter signed by the Governor in order to draw the funding for

Senior Community Service Employment Program funding. Will you get this to the Governor’s staff or

should I?


http://humanservices.arkansas.gov/pressroom/Pages/default.aspx

http://www.facebook.com/pages/Arkansas-Department-of-Human-Services/132570333451390


Krista Hughes

Director Division of Aging and Adult Services PO Box 1437 Slot S530 Little Rock, AR 72203-1437 Phone: 501-682-2441 Fax - 501-682-8155 [email protected] _____________________________________________________________________________________

From: Gwen McLarty


To: Krista Hughes; Charles Thompson

Subject: Fwd: SCSEP Strategic State Plan

What do we need to do?

Sent from my iPhone

Begin forwarded message:

_____________________________________________________________________________________

From: Nadine Grice <[email protected]>

Date: April 5, 2012 9:04:17 AM CDT

To: Gwen McLarty <[email protected]>

Subject: SCSEP Strategic State Plan

Gwen: In order to receive Senior Community Service Employment Program (SCSEP) funding, the Older

Americans Act (OAA) requires the governor or designee to submit a state plan that includes a four-year

strategy for statewide provisions of community service training and other authorized activities for eligible

unemployed low-income seniors. The intent of the SCSEP State Plan is to foster both short- and long-

term coordination among the various national and state SCSEP grantees and their sub-recipients

operating within the state, and to facilitate the efforts of key stakeholders, including state and local boards

under WIA, to work collaboratively through a participatory process to accomplish SCSEP’s goals. In

addition, SCSEP State Plan requirements emphasize the importance of partnerships among grantees

with other programs, initiatives and entities operating within the state. The four year strategy will cover

Program Years 2012 – 2015, and is due on or before September 15, 2012.

The Governor may delegate responsibility for developing and submitting the State Plan, provided that

any such delegation is consistent with state law and regulations. To delegate responsibility, the Governor

must submit to the Department of Labor a signed statement indicating the individual and/or organization

that will be submitting the State Plan on his or her behalf.

Gwen, do you know who would have information on how to go about contacting Governor Beebe to see if

he will be delegating the development of Arkansas' Senior Community Service Employment Program

State Plan to the Division of Aging and Adult Services or to another entity? If he delegates it to us, I have

attached a letter that could be put on his stationery to be signed by Governor Beebe delegating DAAS to





develop and submit the SCSEP State Plan. I used the same format for the letter as the formatting from

the Governor’s letter for the last SCSEP State Plan.

I have also attached a copy of the Training and Employment Guidance Letter (TEGL) No. 21-11 from the

U. S. Department of Labor containing the guidance on the SCSEP State Plan Requirements. Page 11,

#9 of the TEGLE shows where the OAA requires the governor or designee to submit the SCSEP State

Plan.

Thank you.

Nadine E. Grice

DHS Program Coordinator

Division of Aging and Adult Services

Department of Human Services

P. O. Box 1437, Slot S-530

Little Rock, Arkansas 72203-1437

Telephone: (501) 320-6571

Fax: (501) 682-8155

E-mail: [email protected]

Office Location

Department of Human Services

700 Main Street, 5th Floor

Little Rock, Arkansas 72201

DAAS Mission: To promote the health, safety, and independence of older Arkansans and adults with physical disabilities.

DAAS Vision: Older Arkansans and adults with physical disabilities are healthy, safe and enjoy a high quality of life.

DAAS Beliefs: Older Arkansans and people with disabilities have a choice in how and where they receive long term care - adults should age

well - adults should be safe - access information enhances LTC choices - an aging society requires innovation and change.

PROTECTED HEALTH INFORMATION NOTICE - PRIVACY WARNING

CONFIDENTIALITY NOTICE: The information contained in this email message and any attachment(s) is the property of the State of

Arkansas and may be protected by state and federal laws governing disclosure of private information. It is intended solely for the use of the

entity to which this email is addressed. If you are not the intended recipient, you are hereby notified that reading, copying, or distribution of

this transmission is STRICTLY PROHIBITED. The Sender has not waived any applicable privilege by sending the accompanying

transmission. If you have received this transmission in error, please notify the Sender by return e-mail and delete the message and

attachment(s) from your system.

Please do not print this email unless necessary.



APPENDIX 2

Stakeholder Invitations to Provide Input for Draft Senior Community

Service Employment Program State Plan

Copies of E-mail Invitations


APPENDIX 3

Invitations to Provide Input on SCSEP State Plan

(A) List of Addresses

(B) Copies of E-Mail Invitations


APPENDIX 4

Copies of Public Commits on the draft Senior Community Service

Employment Program State Plan


APPENDIX 5

Arkansas SCSEP Equitable Distribution

Authorized Positions

2014


Equitable Distribution/Authorized Positions

STATE

Statewide Summary AP E V

# Counties

# Under

% Under

Avrg.% Und. E

# Over % Over

Avrg.% Over E

#Over Under

%Over Under

Total V/AP

Arkansas

State Grantee

162 193 31 42 16 38.10% 41.50% 20 47.60

% 103.20% 36 85.70%

61.10%

2014

National Grantees

634 596 -38 73 41 56.20% 42.80% 26 35.60

% 41% 67 91.80%

39.10%

Total ED Grantees

796 789 -7 75 40 53.30% 35.10% 28 37.30

% 37.90% 68 90.70%

33.50%

Set-aside Grantees [S]

County SG AP SG E

SG V

AARP AP

AARP E AARP V

EW AP EW E EW V

NCBA AP

NCBA E NCBA V

Arkansas 0 0 0 0 2 2 0 0 0 8 2 -6 8 4 -4

Ashley 3 1 -2 0 0 0 0 0 0 5 2 -3 5 2 -3

Baxter 2 5 3 0 0 0 14 5 -9 0 0 0 14 5 -9

Benton 7 6 -1 0 0 0 27 31 4 0 0 0 27 31 4

Boone 4 3 -1 0 0 0 8 10 2 0 0 0 8 10 2

Bradley 0 0 0 0 0 0 6 10 4 0 0 0 6 10 4

Calhoun 0 0 0 0 0 0 3 2 -1 0 0 0 3 2 -1

Carroll 0 0 0 0 0 0 11 4 -7 0 0 0 11 4 -7

Chicot 2 0 -2 0 0 0 0 0 0 5 7 2 5 7 2

Clark 2 2 0 0 0 0 5 2 -3 0 0 0 5 2 -3

Clay 2 0 -2 0 0 0 7 4 -3 0 0 0 7 4 -3

Cleburne 5 3 -2 0 0 0 5 2 -3 0 0 0 5 2 -3

Cleveland 0 0 0 0 0 0 3 4 1 0 0 0 3 4 1

Columbia 0 0 0 0 0 0 8 7 -1 0 0 0 8 7 -1

Conway 4 3 -1 0 0 0 4 6 2 0 0 0 4 6 2

Craighead 6 7 1 0 0 0 12 17 5 0 0 0 12 17 5

Crawford 17 12 -5 0 0 0 0 0 0 0 0 0 0 0 0

Crittenden 3 2 -1 0 0 0 0 0 0 12 13 1 12 13 1

Cross 3 9 6 0 0 0 0 0 0 4 3 -1 4 3 -1

Dallas 0 0 0 0 0 0 4 5 1 0 0 0 4 5 1

Desha 0 0 0 0 0 0 0 0 0 6 2 -4 6 2 -4

http://scseped.org/

http://scseped.org/


Drew 0 0 0 0 0 0 0 0 0 6 3 -3 6 3 -3

Faulkner 15 13 -2 0 0 0 0 0 0 0 0 0 0 0 0

Franklin 0 0 0 0 0 0 8 9 1 0 0 0 8 9 1

Fulton 0 0 0 0 0 0 5 7 2 0 0 0 5 7 2

Garland 0 0 0 32 30 -2 0 0 0 0 0 0 32 30 -2

Grant 0 0 0 4 2 -2 0 0 0 0 0 0 4 2 -2

Greene 5 2 -3 0 0 0 8 3 -5 0 0 0 8 3 -5

Hempstead 0 0 0 0 0 0 6 7 1 0 0 0 6 7 1

Hot Spring 0 0 0 9 13 4 0 0 0 0 0 0 9 13 4

Howard 2 0 -2 0 0 0 3 8 5 0 0 0 3 8 5

Independence 3 5 2 0 0 0 9 12 3 0 0 0 9 12 3

Izard 0 0 0 0 0 0 6 3 -3 0 0 0 6 3 -3

Jackson 4 6 2 0 0 0 0 0 0 5 0 -5 5 0 -5

Jefferson 6 12 6 17 7 -10 0 0 0 0 1 1 17 8 -9

Johnson 0 0 0 0 0 0 9 12 3 0 0 0 9 12 3

Lafayette 2 1 -1 0 0 0 2 1 -1 0 0 0 2 1 -1

Lawrence 2 3 1 0 0 0 6 1 -5 0 0 0 6 1 -5

Lee 2 4 2 0 0 0 0 0 0 5 5 0 5 5 0

Lincoln 0 0 0 0 0 0 0 0 0 5 3 -2 5 3 -2

Little river 4 4 0 0 0 0 1 2 1 0 0 0 1 2 1

Logan 2 2 0 7 6 -1 0 0 0 0 0 0 7 6 -1

Lonoke 5 8 3 0 0 0 9 8 -1 0 1 1 9 9 0

Madison 0 0 0 0 0 0 6 4 -2 0 0 0 6 4 -2

Marion 0 0 0 0 0 0 6 3 -3 0 0 0 6 3 -3

Miller 2 7 5 0 0 0 10 12 2 0 0 0 10 12 2

Mississippi 4 0 -4 0 0 0 0 1 1 11 12 1 11 13 2

Monroe 4 2 -2 0 0 0 1 9 8 0 1 1 1 10 9

Montgomery 0 0 0 5 3 -2 0 0 0 0 0 0 5 3 -2

Nevada 0 0 0 0 0 0 5 1 -4 0 0 0 5 1 -4

Newton 0 0 0 0 0 0 7 4 -3 0 0 0 7 4 -3

Ouachita 2 4 2 0 0 0 8 4 -4 0 0 0 8 4 -4

Perry 0 0 0 4 0 -4 0 0 0 0 0 0 4 0 -4

Phillips 1 6 5 0 0 0 0 0 0 8 8 0 8 8 0

Pike 0 0 0 0 0 0 5 2 -3 0 0 0 5 2 -3

Poinsett 2 4 2 0 0 0 9 7 -2 0 0 0 9 7 -2

Polk 0 0 0 8 5 -3 0 0 0 0 0 0 8 5 -3

Pope 0 0 0 0 0 0 13 13 0 0 0 0 13 13 0

Prairie 1 1 0 0 0 0 3 3 0 0 0 0 3 3 0

Pulaski 6 6 0 54 84 30 0 0 0 0 0 0 54 84 30

Randolph 3 0 -3 0 0 0 6 6 0 0 0 0 6 6 0

St. Francis 3 6 3 0 0 0 0 0 0 9 13 4 9 13 4


Saline 0 0 0 16 9 -7 0 0 0 0 0 0 16 9 -7

Scott 0 0 0 5 1 -4 0 0 0 0 0 0 5 1 -4

Searcy 2 3 1 0 0 0 3 2 -1 0 0 0 3 2 -1

Sebastian 6 13 7 21 18 -3 0 0 0 0 0 0 21 18 -3

Sevier 0 0 0 0 0 0 4 1 -3 0 0 0 4 1 -3

Sharp 3 4 1 0 0 0 6 13 7 0 0 0 6 13 7

Stone 0 0 0 0 0 0 8 9 1 0 0 0 8 9 1

Union 2 2 0 0 0 0 14 11 -3 0 0 0 14 11 -3

Van Buren 0 0 0 0 0 0 8 11 3 0 0 0 8 11 3

Washington 4 10 6 0 0 0 25 14 -11 0 0 0 25 14 -11

White 3 9 6 0 0 0 18 23 5 0 0 0 18 23 5

Woodruff 0 0 0 0 0 0 0 0 0 3 0 -3 3 0 -3

Yell 2 3 1 6 4 -2 0 1 1 0 0 0 6 5 -1

162 193 31 188 184 -4 354 336 -18 92 76 -16


APPENDIX 6

Arkansas’ County Minority Data 2005 - 2009


County in Arkansas Hispanic Hispanic %

Not Hispanic

Not Hispanic % Total:

Total %

Arkansas County 1.4 1095 99.1 1105 100

Ashley County 0.4 1045 99.5 1050 100

Baxter County 0.6 2655 99.4 2670 100

Benton County 450 7.6 5495 92.5 5940 100

Boone County 10 0.5 2060 99.5 2070 100

Bradley County 0 0.0 970 100.0 970 100

Calhoun County 0 0.0 440 100.0 440 100

Carroll County 0.5 1880 99.5 1890 100

Chicot County 1.4 1080 98.6 1095 100

Clark County 0 0.0 1010 100.0 1010 100

Clay County 0 0.0 1530 100.0 1530 100

Cleburne County 1.0 1505 99.3 1515 100

Cleveland County 7.1 455 92.9 490 100

Columbia County 0 0.0 1250 100.0 1250 100

Conway County 3.0 1295 97.0 1335 100

Craighead County 0.4 3370 99.6 3385 100

Crawford County 0.1 2880 99.7 2890 100

Crittenden County 0 0.0 2715 100.0 2715 100

Cross County 0 0.0 1125 100.0 1125 100

Dallas County 0 0.0 755 100.0 755 100

Desha County 4.1 1065 95.9 1110 100

Drew County 0 0.0 850 100.0 850 100

Faulkner County 60 2.2 2630 97.8 2690 100

Franklin County 2.5 1385 97.5 1420 100

Fulton County 0.6 680 99.3 685 100

Garland County 205 4.0 4930 96.0 5135 100

Grant County 0 0.0 575 100.0 575 100

Greene County 1.5 1950 98.7 1975 100

Hempstead County 3.9 865 96.1 900 100

Hot Spring County 1.4 1425 98.6 1445 100

Howard County 70 9.0 705 91.0 775 100

Independence County 1.6 1805 98.4 1835 100

Izard County 0 0.0 855 100.0 855 100

Jackson County 0.3 1180 99.6 1185 100

Jefferson County 0 0.0 3910 100.0 3910 100

Johnson County 35 2.3 1450 97.3 1490 100

Lafayette County 0 0.0 605 100.0 605 100

Lawrence County 2.6 1295 97.4 1330 100


Lee County 0 0.0 925 100.0 925 100 Lincoln County 0 0.0 755 100.0 755 100 Little River County 1.2 815 98.8 825 100 Logan County 0.7 1475 99.0 1490 100 Lonoke County 75 3.4 2110 96.6 2185 100 Madison County 0 0.0 1030 100.0 1030 100 Marion County 0.4 1125 99.6 1130 100 Miller County 0 0.0 1985 100.0 1985 100 Mississippi County 60 2.6 2275 97.4 2335 100 Monroe County 0 0.0 810 100.0 810 100 Montgomery

County 0 0.0 705 100.0 705 100 Nevada County 0 0.0 840 100.0 840 100 Newton County 0 0.0 960 100.0 960 100 Ouachita County 0 0.0 1830 100.0 1830 100 Perry County 0 0.0 670 100.0 670 100 Phillips County 0.3 1435 99.7 1440 100 Pike County 0 0.0 775 100.0 775 100 Poinsett County 0.3 1550 99.4 1560 100 Polk County 1.8 1120 98.2 1140 100 Pope County 0.2 2350 99.8 2355 100 Prairie County 0 0.0 590 100.0 590 100 Pulaski County 330 2.9 10860 97.1 11190 100 Randolph County 0 0.0 1530 100.0 1530 100 Saline County 0.2 2615 99.8 2620 100 Scott County 0 0.0 860 100.0 860 100 Searcy County 1.3 740 98.7 750 100 Sebastian County 200 4.5 4200 95.5 4400 100 Sevier County 115 14.1 700 85.9 815 100 Sharp County 0 0.0 1445 100.0 1445 100 St. Francis County 4.1 1750 95.9 1825 100 Stone County 0 0.0 1175 100.0 1175 100 Union County 25 1.0 2515 99.0 2540 100 Van Buren County 0.9 1085 99.1 1095 100 Washington County 155 3.3 4590 96.6 4750 100 White County 0 0.0 3345 100.0 3345 100 Woodruff County 0 0.0 705 100.0 705 100 Yell County 120 9.1 1205 90.9 1325 100


County in Arkansas Minority Minority %

Not Minority

Not Minority % Total:

Total %

Arkansas County 435 39.4 670 60.6 1105 100

Ashley County 340 32.4 705 67.1 1050 100

Baxter County 90 3.4 2580 96.6 2670 100

Benton County 770 13.0 5170 87.0 5940 100

Boone County 35 1.7 2035 98.3 2070 100

Bradley County 350 36.1 620 63.9 970 100

Calhoun County 125 28.4 315 71.6 440 100

Carroll County 95 5.0 1795 95.0 1890 100

Chicot County 705 64.4 390 35.6 1095 100

Clark County 280 27.7 730 72.3 1010 100

Clay County 0.7 1520 99.4 1530 100

Cleburne County 80 5.3 1435 94.7 1515 100

Cleveland County 140 28.6 350 71.4 490 100

Columbia County 655 52.4 595 47.6 1250 100

Conway County 230 17.2 1105 82.8 1335 100

Craighead County 315 9.3 3070 90.7 3385 100

Crawford County 200 6.9 2690 93.1 2890 100

Crittenden County 1790 65.9 925 34.1 2715 100

Cross County 315 28.0 810 72.0 1125 100

Dallas County 415 55.0 340 45.0 755 100

Desha County 610 55.0 500 45.1 1110 100

Drew County 305 35.9 545 64.1 850 100

Faulkner County 485 18.0 2205 82.0 2690 100

Franklin County 125 8.8 1295 91.2 1420 100

Fulton County 30 4.4 655 95.6 685 100

Garland County 965 18.8 4170 81.2 5135 100

Grant County 75 13.0 500 87.0 575 100

Greene County 155 7.9 1825 92.4 1975 100

Hempstead County 405 45.0 495 55.0 900 100

Hot Spring County 360 24.9 1085 75.1 1445 100

Howard County 215 27.7 555 71.6 775 100

Independence County 85 4.6 1750 95.4 1835 100

Izard County 1.8 840 98.3 855 100

Jackson County 135 11.4 1050 88.6 1185 100

Jefferson County 2480 63.4 1430 36.6 3910 100

Johnson County 65 4.4 1425 95.6 1490 100

Lafayette County 305 50.4 300 49.6 605 100

Lawrence County 75 5.6 1255 94.4 1330 100


Lee County 595 64.3 330 35.7 925 100

Lincoln County 350 46.4 405 53.6 755 100

Little River County 260 31.5 570 69.1 825 100

Logan County 100 6.7 1385 93.0 1490 100

Lonoke County 405 18.5 1780 81.5 2185 100

Madison County 1.5 1020 99.0 1030 100

Marion County 40 3.5 1090 96.5 1130 100

Miller County 670 33.8 1315 66.3 1985 100

Mississippi County 955 40.9 1380 59.1 2335 100

Monroe County 330 40.7 480 59.3 810 100

Montgomery County 50 7.1 655 92.9 705 100

Nevada County 430 51.2 410 48.8 840 100

Newton County 15 1.6 945 98.4 960 100

Ouachita County 965 52.7 870 47.5 1830 100

Perry County 4.5 640 95.5 670 100

Phillips County 980 68.1 465 32.3 1440 100

Pike County 40 5.2 735 94.8 775 100

Poinsett County 125 8.0 1435 92.0 1560 100

Polk County 50 4.4 1095 96.1 1140 100

Pope County 55 2.3 2300 97.7 2355 100

Prairie County 125 21.2 465 78.8 590 100

Pulaski County 5460 48.8 5730 51.2 11190 100

Randolph County 50 3.3 1480 96.7 1530 100

Saline County 135 5.2 2485 94.9 2620 100

Scott County 65 7.6 795 92.4 860 100

Searcy County 30 4.0 715 95.3 750 100

Sebastian County 960 21.8 3440 78.2 4400 100

Sevier County 205 25.2 615 75.5 815 100

Sharp County 115 8.0 1330 92.0 1445 100

St. Francis County 1040 57.0 785 43.0 1825 100

Stone County 0 0.0 1175 100.0 1175 100

Union County 1265 49.8 1270 50.0 2540 100

Van Buren County 40 3.7 1055 96.4 1095 100

Washington County 485 10.2 4260 89.7 4750 100

White County 140 4.2 3205 95.8 3345 100

Woodruff County 270 38.3 435 61.7 705 100

Yell County 185 14.0 1140 86.0 1325 100


County in Arkansas White White % Black Black % Asian Asian %

American Indian

American Indian %

Arkansas County 685 62.0 365 33.0 0.9 0 0.0

Ashley County 710 67.6 340 32.4 0 0.0 0 0.0

Baxter County 2595 97.2 0 0.0 0 0.0 50 1.9

Benton County 5335 89.8 0 0.0 75 1.3 85 1.4

Boone County 2040 98.6 0 0.0 0 0.0 0.2

Bradley County 620 63.9 350 36.1 0 0.0 0 0.0

Calhoun County 315 71.6 125 28.4 0 0.0 0 0.0

Carroll County 1805 95.5 0.8 1.1 50 2.6

Chicot County 405 37.0 690 63.0 0 0.0 0 0.0

Clark County 730 72.3 250 24.8 0 0.0 0 0.0

Clay County 1520 99.3 0 0.0 0 0.0 0.3

Cleburne County 1435 94.7 0 0.0 0 0.0 20 1.3

Cleveland County 350 71.4 85 17.3 0 0.0 0 0.0

Columbia County 595 47.6 650 52.0 0 0.0 0 0.0

Conway County 1145 85.8 160 12.0 0 0.0 0.7

Craighead County 3090 91.3 250 7.4 0.3 10 0.3

Crawford County 2695 93.3 1.6 75 2.6 25 0.9

Crittenden County 925 34.1 1735 63.9 0.9 0 0.0

Cross County 810 72.0 315 28.0 0 0.0 0 0.0

Dallas County 340 45.0 405 53.6 0 0.0 0.5

Desha County 500 45.0 540 48.6 0 0.0 4 0.4

Drew County 545 64.1 305 35.9 0.5 0 0.0

Faulkner County 2265 84.2 345 12.8 1.5 0 0.0

Franklin County 1295 91.2 2.5 3.5 1.1

Fulton County 660 96.4 0 0.0 0 0.0 0 0.0

Garland County 4230 82.4 520 10.1 80 1.6 25 0.5

Grant County 500 87.0 7.0 0 0.0 0 0.0

Greene County 1825 92.4 3.3 0.8 0.5

Hempstead County 530 58.9 335 37.2 0 0.0 3.9

Hot Spring County 1085 75.1 295 20.4 0.3 0.3

Howard County 555 71.6 145 18.7 0 0.0 0 0.0

Independence County 1750 95.4 1.6 0 0.0 0.8

Izard County 840 98.2 0 0.0 0 0.0 0 0.0

Jackson County 1050 88.6 115 9.7 0 0.0 0.3

Jefferson County 1430 36.6 2420 61.9 0.4 0.1

Johnson County 1445 97.0 0 0.0 0 0.0 1.0

Lafayette County 300 49.6 305 50.4 0 0.0 0 0.0


Lawrence County 1255 94.4 0.3 0 0.0 0.8

Lee County 330 35.7 555 60.0 1.6 1.6

Lincoln County 405 53.6 350 46.4 0 0.0 0 0.0

Little River County 580 70.3 230 27.9 0 0.0 0 0.0

Logan County 1385 93.0 4.0 0.7 0.7

Lonoke County 1855 84.9 300 13.7 0 0.0 1.1

Madison County 1020 99.0 0 0.0 0 0.0 1.5

Marion County 1090 96.5 0 0.0 0 0.0 2.2

Miller County 1315 66.2 630 31.7 0 0.0 0.8

Mississippi County 1425 61.0 850 36.4 0.6 0.6

Monroe County 480 59.3 330 40.7 0 0.0 0 0.0

Montgomery County 655 92.9 0 0.0 0 0.0 25 3.5

Nevada County 410 48.8 430 51.2 0 0.0 0 0.0

Newton County 945 98.4 0 0.0 0 0.0 0.4

Ouachita County 870 47.5 905 49.5 0 0.0 30 1.6

Perry County 640 95.5 0 0.0 0 0.0 0.6

Phillips County 465 32.3 950 66.0 1.0 0 0.0

Pike County 735 94.8 1.9 1.9 0.5

Poinsett County 1440 92.3 105 6.7 0 0.0 0.3

Polk County 1115 97.8 0.4 0 0.0 0 0.0

Pope County 2300 97.7 0.6 0 0.0 10 0.4

Prairie County 465 78.8 125 21.2 0 0.0 0 0.0

Pulaski County 5885 52.6 4975 44.5 0.1 0.2

Randolph County 1480 96.7 0 0.0 0 0.0 1.6

Saline County 2485 94.8 115 4.4 0.4 0.2

Scott County 795 92.4 0 0.0 2.3 0 0.0

Searcy County 725 96.7 0 0.0 0 0.0 0 0.0

Sebastian County 3560 80.9 490 11.1 90 2.0 65 1.5

Sevier County 640 78.5 45 5.5 0 0.0 35 4.3

Sharp County 1330 92.0 1.7 0 0.0 0.3

St. Francis County 785 43.0 975 53.4 0 0.0 0 0.0

Stone County 1175 100.0 0 0.0 0 0.0 0 0.0

Union County 1270 50.0 1185 46.7 0 0.0 0.8

Van Buren County 1060 96.8 0 0.0 0 0.0 3.2

Washington County 4355 91.7 175 3.7 0 0.0 75 1.6

White County 3205 95.8 100 3.0 0 0.0 0.1

Woodruff County 435 61.7 235 33.3 0 0.0 3.5

Yell County 1240 93.6 25 1.9 0 0.0 1.1


County in Arkansas Pacific Island

Pacific Island %

Some Other Race

Some Other Race %

Two or More Races

Two or More Races % Total Total %

Arkansas County 0 0.000 0 0.0 45 4.1 1105 100

Ashley County 0 0.000 0 0.0 0 0.0 1050 100

Baxter County 0 0.000 0 0.0 25 0.9 2670 100

Benton County 0 0.000 370 6.2 80 1.3 5940 100

Boone County 0 0.000 0 0.0 25 1.2 2070 100

Bradley County 0 0.000 0 0.0 0 0.0 970 100

Calhoun County 0 0.000 0 0.0 0 0.0 440 100

Carroll County 0 0.000 0 0.0 0.2 1890 100

Chicot County 0 0.000 0 0.0 0 0.0 1095 100

Clark County 0 0.000 0 0.0 30 3.0 1010 100

Clay County 0 0.000 0 0.0 0.7 1530 100

Cleburne County 0 0.000 0 0.0 60 4.0 1515 100

Cleveland County 0 0.000 0 0.0 11.2 490 100

Columbia County 0 0.000 0 0.0 0.3 1250 100

Conway County 0 0.000 0 0.0 1.5 1335 100

Craighead County 0 0.000 0 0.0 30 0.9 3385 100

Crawford County 0 0.000 0 0.0 45 1.6 2890 100

Crittenden County 0 0.000 0 0.0 25 0.9 2715 100

Cross County 0 0.000 0 0.0 0 0.0 1125 100

Dallas County 0 0.000 0 0.0 0.5 755 100

Desha County 0 0.000 4.1 15 1.4 1110 100

Drew County 0 0.000 0 0.0 0 0.0 850 100

Faulkner County 0.149 0 0.0 35 1.3 2690 100

Franklin County 0 0.000 0 0.0 2.1 1420 100

Fulton County 0 0.000 0 0.0 25 3.6 685 100

Garland County 0 0.000 160 3.1 125 2.4 5135 100

Grant County 0 0.000 0 0.0 6.1 575 100

Greene County 0 0.000 0 0.0 60 3.0 1975 100

Hempstead County 0 0.000 0 0.0 0 0.0 900 100

Hot Spring County 0 0.000 1.4 40 2.8 1445 100

Howard County 0 0.000 70 9.0 0.5 775 100

Independence County 0 0.000 0.2 40 2.2 1835 100

Izard County 0 0.000 0 0.0 1.8 855 100

Jackson County 0 0.000 0.3 0.8 1185 100

Jefferson County 0 0.000 0 0.0 35 0.9 3910 100

Johnson County 0 0.000 1.0 0.7 1490 100


Lafayette County 0 0.000 0 0.0 0 0.0 605 100

Lawrence County 0 0.000 2.6 1.9 1330 100

Lee County 0 0.000 0 0.0 1.6 925 100

Lincoln County 0 0.000 0 0.0 0 0.0 755 100

Little River County 0 0.000 0 0.0 1.8 825 100

Logan County 0 0.000 0.7 10 0.7 1490 100

Lonoke County 0 0.000 0 0.0 0.2 2185 100

Madison County 0 0.000 0 0.0 0 0.0 1030 100

Marion County 0 0.000 0.4 1.3 1130 100

Miller County 0 0.000 0 0.0 1.3 1985 100

Mississippi County 0 0.000 0.9 0.9 2335 100

Monroe County 0 0.000 0 0.0 0.5 810 100

Montgomery County 0 0.000 0 0.0 25 3.5 705 100

Nevada County 0 0.000 0 0.0 0 0.0 840 100

Newton County 0 0.000 0 0.0 1.0 960 100

Ouachita County 0 0.000 0 0.0 30 1.6 1830 100

Perry County 0 0.000 0 0.0 3.7 670 100

Phillips County 0 0.000 0.3 0.7 1440 100

Pike County 0 0.000 0 0.0 0.5 775 100

Poinsett County 0 0.000 0 0.0 0.3 1560 100

Polk County 0 0.000 0 0.0 2.2 1140 100

Pope County 0 0.000 0.2 20 0.8 2355 100

Prairie County 0 0.000 0 0.0 0 0.0 590 100

Pulaski County 0 0.000 175 1.6 115 1.0 11190 100

Randolph County 0 0.000 0 0.0 25 1.6 1530 100

Saline County 0 0.000 0 0.0 0.2 2620 100

Scott County 0 0.000 0 0.0 45 5.2 860 100

Searcy County 0 0.000 0 0.0 25 3.3 750 100

Sebastian County 0 0.000 55 1.3 135 3.1 4400 100

Sevier County 0 0.000 11.0 0.5 815 100

Sharp County 0 0.000 0 0.0 85 5.9 1445 100

St. Francis County 0 0.000 2.2 1.4 1825 100

Stone County 0 0.000 0 0.0 0 0.0 1175 100

Union County 0 0.000 25 1.0 40 1.6 2540 100

Van Buren County 0 0.000 0 0.0 0 0.0 1095 100

Washington County 0.737 60 1.3 50 1.1 4750 100

White County 0 0.000 0 0.0 30 0.9 3345 100

Woodruff County 0 0.000 0 0.0 0.6 705 100

Yell County 0 0.000 1.5 20 1.5 1325 100


APPENDIX 7

Arkansas’ SCSEP Participant Characteristics based on Arkansas’

Population Served in Program Year 2011 (As of March 31, 2012)

provided by those Arkansas SCSEP National Grantees contributing to

Arkansas SCSEP State Plan


Based upon SCSEP Quarterly Progress Report ending March 31, 2012

Arkansas Population Served in Program Year 2011 (As of March 31, 2012)

PARTICIPANT CHARACTERISTICS

State

SCSEP AARP

Experience Works

NCBA TOTAL

Gender 1 Male 56 106 181 12 355

2 Female 138 232 424 75 869

Ethnicity

8 Hispanic, Latino or Spanish origin

1 6 1 0 8

Race

9 American Indian or Alaska Native

1 4 8 0 13

10 Asian 0 1 2 0 3

11 Black or African American

71 167 137 78 453

12 Native Hawaiian or Pacific Islander

1 0 2 0 3

13 White 119 163 447 9 738

Education

14 8th grade & under

15 10 61 12 98

15 9th grade – 11th grade

46 41 149 14 250

16 High School diploma or equivalent

83 168 219 54 524

17 1 – 3 years college

26 85 105 6 222

18 Post-secondary certificate

5 1 17 0 23

19 Associate's degree

6 3 19 0 28


20 Bachelor's degree or equivalent

10 24 27 1 62

21 Some graduate school

1 1 1 0 3

22 Master's degree

2 4 7 0 13

23 Doctoral degree

0 1 0 0 1

Additional

24

Family income at or below the poverty level

159 304 494 45 1,002

Measures

25 Individuals with disabilities

47 81 117 13 258

26 Individuals with limited English proficiency

0 3 1 0 4

27 Individuals with low literacy skills

26 159 89 23 297

28 Individuals residing in rural areas

133 37 453 623

29 Individuals with low employment prospects

159 334 452 87 1,032

30 Individuals who failed to find employment after using WIA Title I

61 12 103 14 190

31 Individuals age 75 and over at date of report

22 25 96 11 154


32 Individuals who are homeless or at risk of homelessness

48 249 123 0 420

33 Displaced homemakers

6 17 28 0 51

34 Veterans (or spouses)

28 51 84 11 174

35 Individuals receiving public assistance

62 183 212 48 505

36 Individuals with severe disability

0 25 2 27

37 Individuals who are frail

0 2 1 3

38 Individuals old enough for but not receiving SS Title II

1 0 3 4

39 Individuals with severely limited employment prospects in areas of persistent unemployment

4 83 3 99 189

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